Brought to you by The Employment Source Wellsville New York: The Choice For Staffing, Outplacement, Job Search & Resume/Cover Letters
by Samuel A. Culbert
Monday, April 19, 2010
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It’s time to finally put the performance review out of its misery.
This corporate sham is one of the most insidious, most damaging, and yet most ubiquitous of corporate activities. Everybody does it, and almost everyone who’s evaluated hates it. It’s a pretentious, bogus practice that produces absolutely nothing that any thinking executive should call a corporate plus.
And yet few people do anything to kill it. Well, it’s time they did.
Don’t get me wrong: Reviewing performance is good; it should happen every day. But employees need evaluations they can believe, not the fraudulent ones they receive. They need evaluations that are dictated by need, not a date on the calendar. They need evaluations that make them strive to improve, not pretend they are perfect.
Who, Me?
Sadly, most managers are oblivious to the havoc they wreak with performance reviews. To some extent, they don’t know any better: This is how performance reviews have been done, and this is how they will be done. Period.
Here’s a simple experiment you can try. Ask yourself: How often have you heard a manager say, “Here is what I believe,” followed by, “Now tell me, what do you think?” and actually mean it? Rarely, I bet.
The performance review is the primary tool for reinforcing this sorry state. Performance reviews instill feelings of being dominated. They send employees the message that the boss’s opinion of their performance is the key determinant of pay, assignment, and career progress. And while that opinion pretends to be objective, it is no such thing. Think about it: If performance reviews are so objective, why is it that so many people get totally different ratings simply by switching bosses?
No, instead, the overriding message is that the boss’s assessment is really about whether the boss “likes” you, whether he or she feels “comfortable” with you. None of this is good for the company unless the boss is some kind of savant genius who can read an employee’s talents with laser accuracy — and then understands what motivates the employee so perfectly that he or she can push just the right psychological buttons to get the employee to use those talents.
Unlikely and even more unlikely.
The Damage Done
At this point, you may be asking: So what? So what if you can’t speak your mind to your boss? So what if the performance review forces the boss to focus on an employee’s “weaknesses” (since most bosses are told they can’t give everyone top grades)? What harm does it really do?
Sadly, it does enormous damage. Forget, for a minute, the damage it does on a personal level — the way it makes work lives miserable, the way it leaves employees feeling depressed and anxious, the way having to show so much tolerance at work leaves them with too little tolerance at home. Just think about what it does on a corporate level, the enormous amount of time and energy it wastes, and the way it prevents companies from tapping the innovative, outside-the-box thinking that so many employees are capable of. If only, that is, they weren’t so afraid.
A Better Way
The good news is that none of this is the way things have to be. The one-sided, boss-dominated performance review needs to be replaced by a straight-talking relationship where the focus is on results, not personality, and where the boss is held accountable for the success of the subordinate (instead of just using the performance review to blame the subordinate for any problems they’re having).
In this new system, managers will stop labeling people “good guys” and “bad guys” — or, in the sick parlance of performance reviews, outstanding performers, average performers, and poor performers to be put on notice. Instead, they’ll get it straight that their job is to make everyone reporting to them good guys.
If you’re a boss, and your subordinate isn’t succeeding, something is broken here. Doing more of the same isn’t going to cut it. It’s now time for you to ask, “What do you need from me to deliver what we are both on the firing line to produce?” And just as important, it’s time for you to listen to the answer.
Asking and listening. Imagine that. It’s called a conversation, and it’s a rarity in workplaces today. Only by hearing what the other person thinks, and putting that person’s actions in the appropriate context, can you actually see what the person is saying and doing — and how together you can get where the company needs you to go.
Performance reviews won’t get you there, because that’s just about the boss getting the subordinate to buy into his or her way of thinking. It’s a mirror — not a window into the other person. But take away the performance review and you might actually have straight talk.
Rotten Milk
Proponents of performance reviews say that the problem isn’t the review itself, but poorly trained reviewers. Sorry, but that doesn’t fly: The performance review done exactly as intentioned is just as horribly flawed as the review done “poorly.” You can’t bake a great cake with rotten milk, no matter how skilled the chef. They also say you need performance reviews to protect against lawsuits by laid-off workers. Nonsense: Most performance reviews hurt a company’s case because they aren’t honest assessments of a worker’s performance.
Also, before you start griping about how I don’t understand Margaret, the woman in your department who wants to do as little work as possible, or how Tom is so distracted by his life outside the office that he can’t get anything done at work, let me stop you and say: I know that not everybody deserves to stay in their jobs. Getting rid of performance reviews doesn’t get rid of slackers. Not everybody will leap at the chance to get better and grow.
But everybody deserves the best shot managers can give them. And they can’t get that shot with performance reviews.
Ten things not to put on your resume
Brought to you by The Employment Source Wellsville NY:
Here are ten of the deadliest resume phrases in use (”massive overuse” would be more accurate) and replacements for each one. You’ll rewrite the replacement phrases to reflect your own accomplishments–and that’s the key! We can’t expect a timeworn piece of resume boilerplate to stand in for our own pithy, personal examples.
Kill this: Results-oriented professional
Replace with your own version of this: I love to solve thorny supply-chain problems
Kill this: Excellent team player
Replace with your own version of this: At Acme Dynamite, I partnered with Engineering to cut our product cost in half
Kill this: Bottom-line orientation
Replace with your own version of this: My accounting-process overhaul saved the company $10M in its first year
Kill this: Superior communication skills
Replace with your own version of this: I led a two-day offsite that yielded our 2010 product lineup and a $40K cost savings
Kill this: Possess organizational skills
Replace with your own version of this: Reduced customer-complaint resolution time from three weeks to one by revamping the process
Kill this: Savvy business professional
Replace with your own version of this: I’m a PR manager who’s gotten his employers covered by Yahoo! and Time magazine
Kill this: Strong work ethic
Replace with your own version of this: I taught myself HTML over a weekend in order to grab a marketing opportunity
Kill this: Meets or exceeds expectations
Replace with your own version of this: Invited to join our executive staff at a strategy summit during my first year at the company
Kill this: Strong presentation skills
Replace with your own version of this: Was recruited to join Acme Dynamite after my boss heard me speak at a conference
Kill this: Seeking a challenging opportunity
Replace with your own version of this: I’m looking for a midsize manufacturer primed to grow its business in the Pacific Rim
Get the boilerplate lead out of your resume today, and replace it with concrete, visual stories that bring your power to life. Watch employers respond! You can’t afford to send out another lifeless, sounds-like-everyone-else resume. Employers want the real you on the page. Try it!
Brought to you by The Employment Source: The Choice For Staffing, Outplacement, Job Search & Resume/Cover Letters.
If you are interested in learning more about this please contact us at
info@themploymentsource.com or visit our website at www.themploymentsource.com
Basic Minimum Requirements:
Our client in Westfield PA has employed us to help find machine operators and inspectors.This is an entry-level machine operator (Inspector / Packer) position that reports directly to a Cell Leader within an assigned area of the plant. This position is responsible to inspect and pack all parts as per the work instructions for each assigned task or machine while in a clean room environment. Maintain all required paperwork and documentation to Good Manufacturing Practice (GMP) and ISO 13485 standards.
Duties:
Performs all inspections and packaging tasks as assigned. Follows all work instruction for any given task or assignment. Determine Acceptable Parts versus unacceptable parts as per written work instructions. Communicate with Cell Leader, Mold Technicians, Quality Inspectors, or Production Supervisors as needed to ensure all products meet quality standards and machine operations are compliant with all written procedures. Provides written documentation of all production activities following company procedures. Perform other general and cleaning duties as assigned by Cell Leader, Production Supervisor, or Production Manager.
Previous work experience showing good attendance levels and that used effective problem solving skills is highly desirable. Must be willing to assume unexpected tasks, keep a clean workspace and take a personal responsibility to assist others in doing the same plant wide! The ability to follow the chain of command, written and verbal work instructions and complete written production reports and other documentation of activities.
Education:
High School Diploma or equivalency is preferred. . Experience may be considered in lieu of a degree for a candidate who can demonstrate the combination of experience, training and education to be capable of successfully fulfilling all duties and responsibilities of the position.
Avoid These Common Resume Errors
The Employment Source: Cleveland Ohio – The Choice For Staffing, Outplacement, Job Search & Resumes.
There are many common mistakes that people make on their resumes. These mistakes are often fatal. As the primary introductory marketing document for your job search. these are items to avoid:
An “Objective” statement. This is all fluff, and most recruiters and hiring mangers don’t even bother to read it.
Poor grammar. there is no excuse for poor grammar. Be careful about relying too heavily on spell and grammar check – there are many variations of the same words that have vastly different meanings, spellings, usages, and the like.
A resume that reads like a tombstone. That’s what I call them, anyway. Just listing your past jobs and their duties doesn’t really tell anyone anything about you. Always ask yourself – “why am I listing this. What do I hope the person reading it gets from it?”. If you can’t answer that, nix the entry.
Make it easy for the reader to pick out key words related to the specific position for which you are applying so that they see relevance; they are likely to go back and read what you’ve written far more carefully; after all, that’s what you want, right?
Too many pages. If you’re new to the world of work, your resume should not be more than one page, absent some very, very compelling reason. If you’re experienced, try to keep it to two pages; for highly experienced executives, it is often the case that resumes will go beyond two pages in order to highlight relevant accomplishments. The key is to have information that is valuable to the reader: fluff doesn’t fly in this case, and it’s the easiest way for a recruiter or a hiring manager not to continue (or even to start) reading your resume. Not what you want.
Keep enough white space on the resume so that it’s pleasing to the eye and easy to read. Cramming more data into smaller margins or fonts only makes it harder to read; the harder it is to read, the less likely it will be read.
Use chronological order. Functional resumes are good for career changers, or those with many jobs and/or gaps in employment. Most well trained recruiters and hiring managers are going to be immediately suspicious if they see a functional resume, so if you want to use one, and there certainly are times when it’s appropriate, be sure you know why and that it serves the purpose for which it is intended: to get you an interview!!
Cover letters. There is a wide disparity of opinion about cover letters. I still find them valuable. It’s a chance for me to check out your writing skills, your thought process, and perhaps for you to tell me a bit more about why you’re a great fit for the position that I may have open than I would otherwise glean from reading your resume.
The Employment Source: Pittsburgh PA – The Choice For Staffing, Outplacement, Job Search & Resumes.
In a highly competitive job market, hirers’ expectations for every part of the hiring process are inflated. It used to be enough to list your jobs and education on your resume. Now you should quantify achievements and specify how they benefited your employer in terms of time saved and profits.
It used to be enough to follow the stated directions for submitting an application. Now you want to network your way directly to the hiring manager.
So it’s no surprise that the once-humble thank you note is escalating into a major piece of marketing communications.
The thank you note is a valuable opportunity to supplement the interviewer’s notes with your take on what was discussed during the interview, answer questions that caught you by surprise or create an opportunity for your follow-up, and most important, to communicate that you do want the job.
Just as the cover letter and resume are marketing tools, so is the thank you. Writing this kind of thank you takes thought and effort. And just as you want your resume to be perfect, the same is true of the thank you.
Here are some tips: Express your enthusiasm overtly. Say outright you want the job. Of course, some of your enthusiasm is implied-you wouldn’t write a full-page letter unless you really want the job.
Some say a thank you should be hand written… but I disagree. That’s OK for a note thanking granny for home-baked cookies, but a well-developed letter that advances your cause has got to be prepared on a computer. It takes too much revision to be dashed off in ink.
Anyway, this thank you will be long. Generally you’ll want to confine it to one page but this is still of lot of handwriting, especially if yours is hard to read.
Promptness is good, of course, but it is possible to be too prompt. If you send an email thank you from the lobby right after the interview, it looks suspiciously like a form letter to which you have simply added the recipient’s name and then pressed “send.”
Email or postal mail? Why not ask the hirer at the end of the interview?
As you discuss “next steps,” simply say that you appreciate this opportunity, plan to reflect on what was discussed and send a few follow-up ideas. Then ask which way they prefer receiving your note.
Of course, this puts the pressure on you to follow through. All for the good!
If you were interviewed by more than one individual, write a different thank you to each. Don’t send out even one until you can send them all.
Why?
As you write, you may run out of things to say in the last note. Then you’ll want to reapportion your good points differently to hit every letter. (And of course, you can repeat points, though ideally you will change out the exact wording a bit.)
If you intend to write thank yous, prepare for it. First, ask each individual for his or her business card. Then between interviews (if possible) or at the end of them all, jot down each interviewer’s most important concerns and a few words to remind you what to say in the thank you.
Admittedly, the kind of notes I recommend take a little time. Ideally you should get it out in 24 hours, but I believe it is better to take two days to do it right than 10 minutes to cross it off your list and get on to the next task.
Today, simply getting an interview is a real achievement. So maximize this opportunity with a written thank you note that sets you apart from the competition.
The Employment Source: Cleveland Ohio – The Choice For Staffing, Outplacement, Job Search & Resumes.
Human Resources professionals, recruiters and others who interview job applicants seem to have a fondness for that much-dreaded question about how you would describe your own weaknesses. As much as those hiring love to ask the question, almost every job seeker hates to answer it. Describe your weaknesses is a double-edged sword of a question. There is no one right answer to it. However it is definitely one of the most important questions you will face in a job interview.
Before a job interview it is critical to have a response ready for the weakness question. Failing to answer the question or giving a lame off-the-cuff answer will not cut it. Those who are hiring know that the weakness question is no secret and therefore they expect you to have a prepared response.
When describing weaknesses in a job interview, keep the following tips in mind:
- Don’t describe perfectionism as a weakness. Once thought to be the perfect answer, it is overused and is cliched.
- All humans have weaknesses, including the person interviewing you. Therefore choose to describe an actual weakness that you have and give real examples. However, be wary about which weakness you choose to divulge. Do not mention weaknesses that make you look like an absolute terrible choice as an employee. Avoid talking about mental instability or things that would make someone question your values, morals and integrity. The weakness should be one that is work-relevant.
- Be sure to mention exactly how you are working to overcome your weakness. It shows great character that you are self-aware enough to be conscious of your weaknesses and have a plan for overcoming or compensating for them.
- Describing past weaknesses and showing how you have overcome them is always a great way to treat this question.
Remember to keep in mind the type of job you are applying for and the skills required for it. Mentioning the fact that you are non-confrontational may not be a plus for someone in a customer service type of position, but may be okay for a computer programmer. Being talkative may be a drawback for an accountant or actuary. However, it is definitely a plus for a salesperson. Choosing a weakness that is actually a strength in disguise for the job you are applying is a very smart tactic.
Some weaknesses that are acceptable to divulge, depending on the job you are applying for and the way you present them include the following:
- Competitive
- Impatient
- Too Demanding
- Lack of Organization
- Not Detail Oriented
- Critical
- Sensitive
When dealing with the weakness question in an interview, above all be honest. It is easy to detect lies, especially for those who frequently interview potential job candidates. Have a great answer ready and answer the question with confidence. After all, we really do all have weaknesses. Being able to admit to it and show your dedication to self-improvement proves that you are great employee material.
Acing a Phone Interview
The Employment Source: Wellsville NY – The Choice For Staffing, Outplacement, Job Search & Resumes.
To ace a phone interview and get that follow-up sit down interview you have to be prepared.
Let’s learn what it takes to ace a phone interview.
Do your Homework
Find out who you will be interviewing you prior to your phone interview. Write down the names of the people you will be speaking with so you can properly address them.
Learn any background information you can about the interviewer and the company by going online to their website. Being informed helps leave them with a good impression of you.
Get it Together
Get your thoughts together before the phone interview.
Write down a list of your qualifications, accomplishments and goals. You should even have a weakness written down in case you are asked for one.
Make sure you outline how you are working on your weakness, so you can explain that information along with your weakness if asked.
Practice Makes Perfect
Whether you do it on the phone or in person, an interview is an interview – and you need to be prepared. Practice answering typical interview questions with a friend or family member until you are comfortable answering them.
Test One, Two
Check your interview location thoroughly before your phone interview. Make sure the room is quiet and organized.
Have a paper and a pen ready in case you need to write anything down. Make sure you have a copy of your resume easily accessible. Check the phone you will be using by doing a test call with a friend or family member.
Make sure the audio is good on that phone. Additionally, have them answer some questions with you and rate you on your tone and clarity.
Interviewing
Make sure when you are interviewing that you have done everything possible to be prepared. Eliminate any audio and visual distractions so you can focus solely on the phone interview.
Make sure the people you live with are aware of your phone interview so they do not disturb you while it is still in progress. Make sure that you are polite, professional, enthusiastic and responsive to the questions and conversation.
Be Yourself
Your interviewer will be able to tell if you are simply agreeing with everything they say or telling them exactly what they want to hear. They want to know that you can think for yourself and have a fresh outlook and new ideas to add to their company; they will appreciate you showing them that you can think for yourself. Give them a glimpse of why they should hire you and what you can add to their business.
Bouncing back after losing your job
The Employment Source: Olean & Corning NY – The Choice For Staffing, Outplacement, Job Search & Resumes.
In the best-case scenario, you fill your banker’s box with your family photos and candy stash (and toss in a few pens), bid farewell to your coworkers without welling up and quietly exit the office for the last time.
In the worst-case scenario, you burst into tears, scream at the HR folks escorting you from the premises and receive a lawyer’s letter after revealing proprietary secrets on your blog.
But whatever the circumstances, your ego gets a thorough bruising when you lose a job. That’s one of the reasons it can be so tough to find another position.
Laid-off or fired people find it harder and harder to find a new job with every passing month, statistics show. Start by assessing what you can offer companies. Take inventory of what’s going to help you stand out to an employer.
Because networking remains the best way to find a job, don’t sit in front of your computer in your PJs. Get out there and shake it. Just like dating; look good, smile lots, talk to lots of people.
Online networking is also a must. Sign up for LinkedIn and use your profile to post your resume, a photo and information that will differentiate you from others in your industry. Essentially, make a web presence for yourself.
The process of finding a new position starts with having a good understanding of the role you’re applying for and how your skills, experiences and accomplishments will help you succeed in that role. But there are a number of ways in which job seekers can increase their chances. One big thing is including key words from a job application in your cover letter and resume. HR departments use software to screen large volumes of applications, and these programs rely on key words.
It’s far easier to find a good job early on. When time wears on and you’re feeling the financial crunch, you’re more likely to make poor choices. Be proactive; get the ball rolling yourself!
New York Unemployment Benefits Insurance
The Employment Source: Wellsville NY – The Choice For Staffing, Outplacement, Job Search & Resumes.
New York unemployment benefits provide temporary compensation to those workers meeting the eligibility requirements of New York law. The New York State Department of Labor and each other state’s unemployment office administers its own unemployment insurance program within Federal guidelines.
The value of unemployment benefits in New York differs from that of other states because each state unemployment office applies its own formulas and limits when calculating the level of unemployment compensation.
The duration of unemployment benefits in New York may also differ from that of other states.
Eligibility for New York Unemployment Benefits
The basic requirements for collecting unemployment are:
* You must have been employed. The New York State Department of Labor publishes requirements for wages earned or time worked during an established period of time referred to as a “base period.”
* You must be determined to be unemployed through no fault of your own as defined under New York law.
* You must file ongoing claims and respond to questions concerning your continued eligibility. You must report any earnings from work and any job offers or refusal of work during any claim period.
* Meet any other unemployment eligibility requirements of New York law.
For complete details see the Unemployment Insurance section of the New York State Department of Labor website. Or you can call the NYS Unemployment Insurance Telephone Claims Center for unemployment related questions from the number listed below.
1-877-358-5306
The Employment Source: Pittsburgh PA – The Choice For Staffing, Outplacement, Job Search & Resumes.
In this article, I am going to give you four critical steps you must take if you want to find that job and get hired during a recession.
Step #1 – Get organized
I am constantly amazed how executives who were driven and forceful in their jobs become lost in how to start their job search. Getting organized includes these elements:
1. Treat your job search as a full time job. Totally dedicate your time to finding a job. Inform your family that your full-time job is to find a full-time job and nothing else!
2. Act as if your job search was a product or service launch. Plan your executive level job search campaign. Don’t wing it. Organize your activities in a project plan and measure yourself against your milestones and sub-goals.
3. Start your day just like you would if you were employed. Did you start your day at 7:00am and end it at 6:00pm? Then do the same for your job search.
4. Create goals for every day and every event. Get a daily goal and meet it. Develop your networking goals for each event and stay until you achieve them.
Step #2 – Get help
For many, getting help is equivalent to going to the dentist. But getting help is the smartest thing to kick-start your executive level job search campaign. Getting help includes:
1. Ask for a review of your resume. There are many services available to review your resume for free. Better yet, pay an expert to write your resume.
2. Learn from the experts. There are many experts out there that write articles like this one. Many experts also have website tools that are available for free downloads. Take advantage of these resources.
3. Get a career coach. For executives who earn more than $100K+, getting advice for your particular situation is a wise investment Make sure, however, that your coach teaches you how to fish, not just fishes for you.
4. Get a support group. When you launch a job search campaign when the headlines are awful, being upbeat and positive is extremely difficult. Get a small group of business associates and friends who can help you during this time.
Step #3 – Get real
Just a short while ago, executives could expect to find a new position in about 90 to 120 days. Now, realistically, it can take upwards of 8 to 10 months. Getting real includes:
1. Do what it takes to survive a 10-month search. Expecting your search to go faster and not preparing for the long haul is just nuts. Reduce your expenses to just what is necessary and cut back.
2. Invest in your career. Now is the time to invest in your career and not try to “do-it-yourself.” Investments include coaching, books, tools, events, memberships, and travel to targeted cities.
3. Develop quantitative benchmarks and metrics. Analyze your job search results and measure them against standards. When you do this, you’ll be able to improve along the way which guarantees results faster.
4. Design qualitative feedback loops. Behaviors are qualitative and you can “measure” reactions to your oral and written pitch. Their reaction is a qualitative feedback loop that you can automatically gauge.
Step #4 – Get Clear
Getting a message that is clear and succinct takes work. And trying to figure out what you want next is also hard. Getting clear includes:
1. Do extensive research on target companies and industries. The Internet has a wealth of information. My recommendation is to conduct research at least 1 hour per day – above and beyond job posting searches.
2. Test your messages within networking groups. Take someone out for coffee. Try out your verbal pitch, and get their feedback. I tell my clients that they should attend at least 2 different networking groups a week during their job search campaign.
3. Know what’s happening around you. Know what’s happening around the globe. Integrate current affairs into your oral and written pitch and show how you can address the issues of the day.
4. Stay focused and determined. Persistence is the key to finding a $100K+ executive level position during an economic downturn. Direction is the result and movement in your job search is guaranteed.