reasons that resume objectives suck #271

reasons that resume objectives suck 271 reasons that resume objectives suck 271 All resume objectives are terrible, but heres our latest dont-do-this example (courtesy of a reader who came across it)With the expectation of the progressive environment that uses my skills and opportunity for growth and as a platform for learning and improvement, I would be inclined therefore to a career that reflects my interest.Im not even going to comment on this, other than to ask what would have to be in your head to think this was a good idea?

Put Company Culture at the Heart of Hiring

Put Company Culture at the Heart of HiringPut Company Culture at the Heart of HiringYour company mission statement is what you do. Your company culture is how you go about doing it. When recruiting and hiring, businesses need to focus notlage only on candidates skills but also their personalities and the likelihood theyll match with their future coworkers.In a field such as accounting and finance, where the competition for talent can be fierce, applicants have choices. They seek out employers whose corporate culture is compatible with their own work style and personal values. If they join a firm that they find out later doesnt mesh with their values, they are not likely to remain on board.This tendency is particularly common among Generation Z, the newest entrants into the workforce, including those graduating from college right now. Theyre not merely looking for a high salary and great benefits package they also want to do meaningful work, be part of an innovative company and, at th e same time, manage their work-life balance.The challenge for a hiring manager is to communicate effectively what its like to work at your firm and find a perfect fit. Here are five tips for sharing your corporate culture when interviewing job candidates.Find out mora about organizational culture, the make-or-break factor in hiring and retention.Know your companys strengthsBefore you can speak about the company culture, you have to really understand it from a potential hires perspective. One way to do that is to consult your staff. Ask them to honestly describe your organizations top traits and what new recruits can expect when they come on board. This information will help you communicate to top candidates what its like to work there, set realistic expectations and get applicants excited about working for the company.One way to do that is to ask these questionsIs our office mora about team or individual effort - Some companies thrive on a combination of individual effort and a sta ff to hilfestellung those efforts. They are filled primarily with employees focused on succeeding at their individual goals. Other offices depend more on blending the specific talents of each worker to the benefit of the team, for which common objectives reign. An example of the former would be some sales offices, where salespeople need the help of others to successfully market the company or service but, in general, understand that success is all about their individual performance this environment attracts people who ultimately care most about closing the deal.Is management top-down, or do we lead from the ranks - Some job applicants will be most comfortable with a traditional boss who gives them clear instructions, then steps out of the way, expecting tasks to be carried out in the way theyve outlined. But others would rather work for managers get their hands dirty in day-to-day accounting projects and lead by example, rather than just supervising the work of their subordinates.W hat defines success, and how is it rewarded - Is one of the expectations at your organization that people put in long hours? Or can newer employees who work quickly and efficiently garner praise and accolades, too? When it comes to who is recognized, most companies probably show a mix of these two. But if a promising candidate asks this question, you need to know which side you purple drank toward. Applicants who want to climb the career ladder - but also want to set their own standards of work hours and methodology - may lean toward the latter type of workplace culture.Be true to your organizations valuesIt can be tempting to exaggerate the company culture, such as telling potential hires how laid-back and transformative your organization is. But if words dont match reality, then not only are you misleading them, but you risk making a costly bad hire. Tell applicants what the corporate culture is really like by discussing the opportunities and challenges they could face and the people they would work with regularly. Most important, explain how that culture aligns with the companys values and mission. If what you have to say resonates with candidates, theyll look forward to joining your team. If not, youve saved yourself a potential headache.Anticipate top candidates questionsYou may know how to interview candidates, but are you ready for them to quiz you? Company cultures are complex and unique. Which elements do you emphasize when communicating with applicants and, later, the short list of interviewees? Put yourself in their shoes by thinking about what theyre likely to ask and formulating your answers. Here are some possible questions about corporate cultureWhat are some words you would use to describe this firm?Who would I be working with? What are they like?Is your culture collaborative or independent?How does the company support professional development?In what ways does the organization support the community?Would you say the company culture is conse rvative, progressive or somewhere in between?Offer evidence of your cultureIf you really want to communicate your company culture, you need to do more than pay lip service. For example, you could post short video interviews on your website in which staff talk about what its like to work there. Social media, when done well, is also a good way to show off your firms style. Upload content about nonwork events, such as fundraisers, volunteer activities and companywide outings. As part of the process of wooing promising candidates, take them into the office and introduce them to potential future colleagues. All employers say they have a great company culture, but to really impress someone, you need to show, not just tell.Cultivate your company cultureCorporate culture is at the heart of the employers brand. Since senior management sets the tone for much of a companys style, start there. If an organization truly wants to be known as worker friendly, for example, C-level executives should not only institute generous time-off policies but also set the example by taking time off themselves. Similarly, you can say that your company culture is one of innovation, but few will take that claim seriously if senior management dismisses risk takers as soon as their ideas fail.During the recession of the previous decade, with rampant layoffs across many industries, accounting professionals couldnt afford to be choosy about job offers. Today, corporate culture is a two-way street. As an employer, youre looking for top talent who will succeed and thrive in your work environment. The reverse is also true The best and brightest will evaluate you just as much as you assess them.A good company culture match is a win-win. Even if you find the most technically brilliant candidates, they wont be very effective if they cant get along with the rest of the staff. By putting company culture at the heart of hiring, it becomes easier to find accounting professionals who will thrive and contri bute to the long-term success of your business.Learn moreLooking for more advice on hiring finance and accounting staff?LET US HELP YOU HIRE

How to Be Prepared When Interviewing for a Management Position

How to Be Prepared When Interviewing for a Management PositionHow to Be Prepared When Interviewing for a Management Position8Employers looking for managers to oversee a gruppe likely have totally different questions and criteria for supervisors than for other workers. When hiring formanagement-level jobs, employers often put in place an entirely different set of requirements to find workers who are the right fit.How should you prepare if youre interviewing for a management position? Up your game and be prepared to answer questions designed to gauge your capabilities managing a team.Here are strategies to be prepared if youre interviewing for a management positionShow how you can lead others by example.Its often been said that the best managers lead by example. That could mean anything from setting the right tone for your team, to being the kind of leader who inspires others to follow your example. If youre interviewing for a management role, be ready to talk about when youve been an inspiring leader, or what qualities you have that will inspire your team to do their best.Be ready to talk about dealing with problem employees- as an experienced manager, or a new one.As a flexible manager, youll likely be called on to deal with employees on a sortiment of issues like meeting performance standards, handling personal issues, or working in concert with colleagues. Be prepared in any management-level job interview to answer questions that get to the heart of your personal temperament, and your abilities to keep a team on track, despite the potential disruption from problem employees.Provide an example of how youve successfully coached someone else.Coaching a team is central to the duties of a manager. Coaching employees can involve giving performance feedback, keeping team morale and productivity up, working one-on-one with team members, or providing support to help an employee move up in their career. Be prepared with a good example or two if the topic comes up when youre interviewing for a management position.Have a forward-thinking, flexible approach to running meetings.Meetings arent the hard-and-fast team requirements they once were. In fact, managers are increasingly evaluating the necessity of team meetings, especially for flexible teams. Your potential new employer may want to know your strategy on how to run a meeting, and where you stand on meeting frequency and format. This can be especially critical for managers of remote teams that work across multiple time zones and functions.Offer up an example of a difficult project you saw to completion.Forget questions about where you see yourself in five years- although that question may still come up Prep yourself to provide an example of a tough project that you either oversaw, or helped to succeed as a critical team member. Potential employers like to know youve been a key part of tough projects that had a successful outcome.Show how you can build relationships among staff that report to yo u.The question of how you build and connect colleagues can be especially important when managing remote teams. Understanding the different working styles and environments ofdistributed teams can make all the difference between success and failure. When interviewing for a remote management job, make your potential supervisors aware of your strengths in bringing a far-flung team together.Describe how you can thrive in a flexible work environment- and how you can help others to do the same.Are you comfortable working in a flexible work environment? Be prepared to talk about how youve successfully worked remotely, or how youve worked with or managed a team that included remote workers. If youre interviewing for a management position with a flexible company, offer reasons why you support work flexibility to show your enthusiasm for their flexible work mission.Search for a Flexible Management Position