Why You & Your Company Should Use A Recruiter

Posted on March 21, 2019 by Angela Roberts in Candidate Tips, Client Tools with Comments Disabled

Many managers would say that 90% of their success in their management role depends on the performance of the employees on their team. From this vantage, hiring the right people is a key to any company’s success. When you know you need help—the right help—it can be difficult to spare the staff, time or focus to search for the needle in the professional haystack.

When you need top talent, using a recruiter is a great idea!

Recruiters are the right tool for the job: If you need your car fixed, you take it to a mechanic. If you are sick, you go see a doctor. If you need outstanding human resources, you hire an agency that succeeds by leveraging their network of talent to meet client’s staffing and consulting needs.
Recruiters help you define what you’re looking for: A recruiter can help you flesh out your position description, understand the market rate for the role you’re filling and connect you to pre-screened, available talent.
Recruiters keep employers focused, saving time and money: For companies without a dedicated Human Resources department, finding new talent is not always the best use of time or energy. Recruiters save employers the distraction (and cost!) of hours spent evaluating resumes, managing online postings, scheduling interviews, testing basic skills—and then doing it all again every time a position opens up or turns over.
Recruiters know where to look for talent: Recruiters have the data-mining tools, subscriptions and network you need to find the right employee for the position you are filling. Recruiter’s networks develop with an eye for finding, and keeping in contact with, the best available talent.
Recruiters are less likely to lose the best candidates: The talent you are looking for should be handled with care. When a recruiter finds the one best candidate for an open position, they have already done their homework. Recruiters know the types of positions or companies the candidate is most interested in. Recruiters know the job market and what your competitors might offer the candidate for a similar role. And, recruiters can encourage the candidate that’s best suited to the position that it’s a good idea to join your team.
Recruiters produce risk-free results: Recruiters work on a contingent basis. Though they have no control over the actions you take to ensure the success of a placement, recruiters guarantee their placements. There is no risk since you pay after your needs are met!

When you’re looking for your next great employee, contact Aclivity! Our Five-Star Client Promise (www.aclivity.com) guides all of our actions, guaranteeing you a great recruiting experience. Call us today and let us put our network of Finance, Accounting and IT professionals to work for you!

Is Your Resume’ Catching Attention By The Appropriate People

Posted on March 15, 2019 by Angela Roberts in Candidate Tips, Weekender with Comments Disabled

As the first communication you make with a recruiter, your resume should demonstrate your skills and successes while telling the story of your career. Recruiters want to hire people who have a history of success with the tasks and responsibilities specific to the position for which the company is hiring. When you apply for a job, it is important that you describe how your strengths and goals align with the position so the recruiter can see that you are a great fit for the job—and the company.

If your resume reads like a job description, it probably will not land you an interview. A recruiter is more likely to contact you for an interview if you have effectively quantified the work you have performed in your previous positions. When evaluating the strength of your resume consider the tips below.

Highlight certain skills and experiences by using a “Strengths & Skills” section at the top of your resume. Use bullet points to detail the skills you have used and the ways you have succeeded in your career; just make sure those skills align with the job description.
For each previous employer, list the company name and department, size (in revenue), industry, number of employees, the states or countries the company operates in and the name, title and department of your direct supervisor.
Use action words! Words such as managed, led, organized, reduced, improved and won are all great ways to communicate that you have actively contributed to your employers’ success.
Demonstrate how you have utilized your skills to create measurable success for the companies for which you have worked.
Quantify your work. Use dollars, numbers and percentages to show that show you have been an asset to your previous employers. You could detail the number of your direct reports, size of your department or budget, important schedules you have followed, reduction in turnover rates during your employ, specific projects you have successfully completed or key entities you have supported. You could also include information on changes in company rankings, revenues, clients, customers, sales and/or procedures directly attributable to your efforts. Be sure to highlight time or money saved and increases in efficiency. Draw the recruiter in with numbers that prove you are a great candidate for the position for which you are applying.
Proofread your resume! Typos and omissions speak volumes about your attention to detail.
Perform a final review of your resume, ensuring that it clearly describes your strengths and accomplishments in a quantifiable Remember, recruiters want to hire people with experience in the role they are staffing!

Our Career Services can help you create a resume that communicates your unique skills! For more tips on finding and landing the right job, contact us today! We’re here to help!

Writing A Cover Letter

Posted on March 8, 2019 by Angela Roberts in Candidate Tips, Weekender with Comments Disabled

Your cover letter is just as important as your resume. Cover letters offer you an early opportunity to highlight your experience specific to a position or company. Any time you are responding to an advertised opening, inquiring with a company about possible opportunities, or asking to do some networking within a company of interest, you should include a cover letter.

All cover letters should:

Explain why you are sending a resume:

Introduce yourself and let the reader know what you are asking for. Be specific: are you responding to a specific ad for an open position? Are you inquiring about future opportunities? Are you looking for an internship?

Indicate how you learned about the position or the company:

Reference the location of a job posting, or name a networking connection or current employee. If you were referred by someone, mention their name to solidify the referral.
State why you are interested in the position and/or company.
If you are not responding to a specific position, indicate the types of positions you are interested in.

Convince the reader to view your resume:

The cover letter forms a recruiter’s first impression of you. Take the time to write a detailed letter that demonstrates your communication skills and reflects your personality.
This is your opportunity to “sell yourself.” Call attention to any skills and experiences that directly relate to the job or company.
Let the reader know why you are a perfect fit for the position.
Provide any information requested in the job advertisement, especially if the information is not on your resume.

Indicate your plans for a follow-up:

Do not assume the company’s contact will call you. Provide your contact information as well as a statement about your intent to follow-up.
If you are applying for an advertised or open position, take the initiative! Say something like, “I will follow up with you in the next two weeks to arrange a time to meet and discuss my qualifications.”
If your cover letter is expressing an interest in the company, but not for a particular position, say something like, “I look forward to contacting you in the next couple of weeks to learn more about your organization and possible opportunities.”

Our Career Services can help you find and land the right job. Contact Aclivity today! We’re here to help!

You Have an Interview, Now the Question is How Should You Dress?

Posted on February 13, 2019 by Angela Roberts in Uncategorized with Comments Disabled

You Have an Interview, Now the Question is How Should You Dress?

Shenia Ivey MBA, CPC, Ivey Concepts & Solutions (www.ivey-solutions.com) | © 2018

What you wear to the interview will demonstrate how serious you are about the position. It does not matter if the recruiter, hiring manager, or the CEO has called you in for the initial interview it is your immediate task to get off to a great start. Here are some key elements that will not let you down.

Be on time
Be prepared
Take notes
Ask Questions
Have done your homework about the company
Know how you are going to be instrumental
Dress professionally

Just because the employer set an interview does not mean you have the job in the bag. Remember you never get a second chance to make that first impression. So now you need to impress the decision maker with what you know, and basically you should treat your interview as if it is an audition. What are you auditioning for you might ask? The interview or job audition is usually to determine if you are a good fit for the culture of the organization, the office, the team or all the above. It could be the first of many, so take a deep breath and be yourself.

Do Not over dress.
Do Not wear jeans.
Do Not wear flip flops.
Do not wear shorts.
Do Not wear anything with holes in it.
Do Not wear tennis shoes or sneakers.
Do Not wear tank tops.
Do Not wear clothes with profanity on it.
Do Not wear anything too revealing.
Do Not wear strong cologne or perfume as it may offend the decision maker.

Have you ever heard the saying “Dress for the position you want, not the position you have?”

Keep in mind that being called in for an interview is wonderful and gives the decision maker a great deal of power and being successful in the outcome of an interview requires that you feel confident with yourself. Confidence is portrayed in a number of methods, knowledge, communication skills, and appearance. Allow your confidence to give you back some of the power.

Do choose attire that is clean.
Do choose slacks that are not too tight.
Do choose a dress or skirt that is of appropriate length.
Do choose wrinkle free clothing.
Do choose a nice shirt (possibly a button down collared shirt).
Do choose closed-toe shoes.
Do wear appropriate make-up.
Do manicure nails and or facial hair.
Do try to cover up body parts that have been tattooed.

Women do not have to wear a dress to an interview, however a nice pair of slacks that fit appropriately will do. Do not wear anything too low cut or revealing as you do not want to offend anyone. If you have body piercings or tattoos you may want to keep them covered (if possible) until you understand the climate of the organization. Men: a tie is not always necessary; however, it does provide the professional look that most corporations are looking towards.

Keep in mind that you may be given leverage to wear more casual attire once hired and tattoos or body piercings may not be against company dress code. What we are talking about is how you should dress for is the interview. It is about the initial impression you are sending to your potential new company when asking them to embark on a journey with you.

Good luck!

Really Different or Rarely Different?

Posted on January 31, 2019 by Angela Roberts in Candidate Tips, Client Tools with Comments Disabled

I hate labels such as “Millennials” – a term first coined by Strauss & Howe in their book Generations.

My wife asked me to write an article on Millennials in the Workplace. The general definition of Millennials seems to be those born between 1980 and 2000. Now, I am in the habit of doing (almost) everything my wife asks of me, but why me? I doubt I have anything more to add to the myriad of opinions out there. Everyone has a position on the topic, and none of the research is conclusive. I have spent the last week having an internal debate in my head and thinking of reasons why I should not do this. I can’t justify turning down my wife…

So here are my Generation X (generally born between 1960 and 1980) observations, solely within the workplace.

This is based upon what I have observed, what I feel etc., not scientific conclusions, just my biased non-researched views. So there, you can’t challenge me for this article. And, by the way, what qualifies me as remotely capable of writing down my views? Probably because I have three Millennials as kids and that I work with about 30 of them at Wazee Digital every day.

The way I think about Millennials in the Workplace is to begin by understanding what they faced when they entered the workplace. Yes, there could be all sorts of psychological factors that influenced them prior to that. However, I focus on what they faced from about 2005 to 2010 when the earliest group of them left their college and protective parent years behind and entered the workplace. Not quite losing the generational lottery, but during this short 5-year period here is what they generally saw:

Global Financial Crises & the Mortgage Loan debacle
Many of their parents unemployed and or savings depleted
Disastrous and costly Middle East Wars
Climate Change and an Environmental mess
Political gridlock
Corporate scandals
Resurgent China and offshoring depressing wages
Terrorism close to home

As I think about it, the only things Generation X have provided Millennials that provide great utility are: The Internet, the cellphone & e-commerce.

So, I totally understand why Millennials often exhibit a high degree of skepticism and distrust with Generation X. Estimates say that by 2020, nearly half of all workers in the workplace will be Millennials. I believe all workplaces have this unavoidable Millennial/Gen X combination – typically with Gen X as management and Millennial as non-management. Workplaces will have to understand these factors and challenge the traditional management/employee dynamic. For me, the cornerstone is all about inspiring the Millennials, understanding the different views and avoiding stereotypes.

While I agreed with my wife to write an article (short) not an essay (long), let me close by listing all the disparaging terms I hear about Millennials and give you my opinion as they relate to the workplace: They..

Have a lesser work ethic than Gen X – untrue. You are not inspiring them.
Want to do meaningful work – true. What’s wrong with that?
Have been so sheltered – why is this even relevant? If it’s true it’s the Gen X’s fault – so fix it.
Are overconfident – great.
Provide immediate candid feedback – who wants to work with folks who “suffer in silence” anyway?
Think communicating is texting – true. Texting and email are great for information sharing but awful for convincing or relationship building.
See supervisors as mentors not bosses – yes, Gen X’ers they actually want your help!
Are over entitled – sometimes. Probably because Gen X parents over protected them and are not finding that “air-cover” in the workplace.
Don’t have a defined career path – fair point. Keep encouraging and give them freedom to explore.
Value job satisfaction over financial rewards – correct. But the Gen X obsession with money has not worked out so well.
Look for a better work/life balance – correct. Why not? Travel, health, and rest are proven to provide more productive employees.
Don’t trust management – correct. Most Gen X management teams have not earned this trust.
Change jobs when the going gets tough – fair point. This is one the Millennials must own. The grass is rarely greener.
Don’t ascribe to Corporate Values – partially true. But most corporate values are BS anyway.
Rudely multi-task – yes, Millennials (and a number of Gen X’ers) you are guilty as charged. You can’t fully participate in a conversation and have one eye on your phone.
Have a strong BS detection antennae – correct. They sniff this out very well.
Have a greater sense of community purpose – correct. Companies should be part of the societies in which they live. Millennials are challenging companies to turn this from an annual report fable into a true commitment.

Hopefully my views can form part of the beginning of a generational understanding in the workplace not the end of the debate. Yet most of all, I hope that Millennials have the courage to mimic the Gen X strengths and learn from our Gen X’s many mistakes – so that they can preserve my social security benefits for years to come!

Mark A. Pougnet | COO and CFO

Seven Steady Tips to Acing The Phone Interview

Posted on January 24, 2019 by Angela Roberts in Candidate Tips, Weekender with Comments Disabled

The job market is tough these days. There are so many experienced applicants, many with degrees; recruiters find themselves inundated with qualified candidates. If you are lucky enough to receive a positive response to your application, you might be selected for a phone interview. These ten or fifteen minutes are all about deciding if you are worth a recruiter’s time and if you deserve an in-person interview. That is not much time to get your foot in the door, so it is important to use those few minutes to your advantage. Consider the tips below the next time you are scheduled for a phone interview, and show your interviewer how your experience, skills, and attitude qualify you for a second interview. Once you’ve gotten the in-person interview, take a look at our tips here.

Be ready. Do not skimp on the research. Learn all you can about the company and the requirements of the position you’ve applied for. Read over the job description and be ready with concise points that demonstrate that you’re the best candidate for the position. Remember that fitting within the company’s culture is critical to your success in the position. Be clear about your ability, and willingness, to fit into the culture.

Be professional. This is not just a chat. It is an opportunity. Take on that opportunity with professionalism. It might be tempting to get comfortable on your couch in your pajamas while you take the phone interview. Resist that urge. Dress as if you are going to an in-person interview, sit at a desk, and put on your “game face.” Have your resume handy and be prepared to speak to every aspect of your career, and every transition between jobs.

Mind your energy. Put a smile in your voice and convey your enthusiasm about the job. Demonstrate through your energy and attitude that you really want the position and that you are easy to communicate with. If you sound timid, the interviewer is going to think you are timid, or not very interested in the position.

Stay focused. Do not look in a mirror while you hold the conversation – you will be focusing on yourself when you need to be focusing on the interviewer. Visualize the person you are talking to and develop a more personal connection by looking at a picture of the interviewer. Odds are good you can find an image on their LinkedIn or other social profile. Keep that picture in view and remember that you are talking to a real person. One who could impact your future.

Listen before you talk. Be sure to listen carefully to questions posed and construct your responses so they clearly answer the interviewer’s inquiries. When you are nervous, you might blurt things out or talk too much. Pause before answering questions. Demonstrate your thoughtful consideration, rather than a rush to speak. Keep your responses simple. If you are not sure that you have given the interviewer the answer they were looking for ask something like, “Is that what you were after? Would you like me to clarify that in more detail?”

Ask questions. There is always a place in an interview where the interviewer asks, “Do you have any questions for me?” Never say “No” to that question. Be prepared with thoughtful questions generated from your research, and use this opportunity to show your enthusiasm or ask about specific aspects of the job. Your questions should clarify the responsibilities of the job, aspects of company culture or simply demonstrate that you are serious about putting your experience to work. At this point, it is not appropriate to ask about processes, salary, benefits or start dates. Those questions come after you have secured the in-person interview. Rather than asking what the company will do for you, stay focused on what you will do for them.

Figure out what comes next. The last thing to cover in a phone interview is, “What’s next?” Ask the interviewer if there is more information you can provide and if they can confirm what the next steps are. Should you provide references? Will there be another interview? Do not be shy about asking how to continue the process. If you are serious about the job, you will naturally be curious about what comes next. The recruiter will expect no less.

When a company offers you a phone interview, they are really giving you a window of opportunity. Prepare to do your best with that opportunity. With solid research, a professional demeanor, and clear communication about what you bring to the table, you can help the interviewer feel like you are a good use of their time. In the end, your preparation could get you what you really want; an in-person interview.

Good luck!

A Successful Job Search

Posted on January 17, 2019 by Angela Roberts in Uncategorized with Comments Disabled

Thanks to the Internet, searching for a job today is vastly different than it used to be. Until fairly recently, a job seeker browsed local classified ads, found a compatible-sounding job listing, prepared an elegant résumé on bond paper, and sent it out by fax or U.S. mail. That has changed. Today, finding and landing a great job comes with the challenge of learning how to utilize the many available Internet resources to aid in your search.

Searching for a Job on Internet Job Boards
Searching for a job online has become a common, but not always fruitful, approach. With all the publicity given to Internet-based job boards and career sites, you might think that online job searching makes finding a job easy. Job board sites such as CareerBuilder.com and Monster.com list millions of jobs, but actually landing a position is much harder than just clicking your mouse and waiting for a reply; it takes perseverance and wise use of online job boards.

Career Builder (careerbuilder.com): CareerBuilder claims to be the nation’s largest employment network. Users can search millions of jobs by category, geographic location, keyword, industry, or job type (full-time, part-time, internship).
Indeed (indeed.com): One of the newest and fastest growing job search sites on the Internet, Indeed.com is a metasearch engine that uses a Google-like interface to search the Internet for open job listings.
Monster (monster.com): Monster.com offers access to information on millions of jobs worldwide using a search technology called 6Sense that matches applicants with the best job opportunities for their skills. Because of this cutting-edge search system, many consider Monster.com to be the Internet’s premier job site.
College Grad (collegegrad.com): CollegeGrad advertises itself as the “number one entry-level job site” for students and recent graduates. In addition to searching for entry-level jobs, users can also search for undergraduate and graduate degree programs to help them develop marketable skills.
Career Journal: Part of The Wall Street Journal; CareerJournal provides listings for high-level executive and finance positions.

Beyond the Big Internet Job Boards
Many job seekers may turn their backs on job boards but not on online job-searching tactics. Savvy candidates know to search for jobs in other ways. Some examples are:

Company Web Sites: Probably the best way to find a job online is at a company’s own website. Many companies now post job openings only on their own websites to avoid inundation by the volume of applicants that respond to postings via online job boards. Many job seekers find that they are more likely to obtain an interview if they post their résumés on company sites. This allows a more direct connection to decision makers, and job seekers can keep their job searches (and personal information!) more private than on job boards.
Professional Organization Websites: Online job listings have proven to be the single most popular feature of many professional organizations, such as the International Association of Administrative Professionals, the American Institute of Certified Public Accountants, the National Association of Sales Professionals, the National Association of Legal Assistants, and the Association of Information Technology Professionals. Although you pay a fee to join, the benefits of being a member of a professional association in your career field are enormous. Remember that it is never too early to start networking. If you join a professional organization while you are still in college, you will be setting yourself up for future success as you build a network of professional connections.
JobCentral National Labor Exchange: JobCentral is a public service website provided by the DirectEmployers Association, a nonprofit consortium of Fortune 500 and other leading U.S. corporations. Many companies now use jobcentral.com as a gateway to job listings on their own websites, which results in the advertising of millions of jobs. Best of all, this service is free and bypasses the big commercial job boards. You can search for a job description or job title, and apply directly on the website of the hiring company.
Local Employment Web Sites: Although many of the big job boards allow you to search for jobs geographically, many job seekers have more luck using local employment websites such as Craigslist, Cumulus Jobs and JobStar.
Niche Web Sites: If you want a job in a specialized field, look for a niche website, such as Dice (dice.com) for technology jobs, Advance for Health Care (www.advanceweb.com/jobs/healthcare/index.html) for jobs in the medical field, and Accountemps (www.accountemps.com) for accounting positions. Niche websites also exist for job seekers with special backgrounds or needs, such as older workers (www.workforce50.com) and veterans (www.veteranjoblistings.com).

Social Media Sites
Perhaps you already use sites such as Facebook or Twitter to communicate with family and friends. Did you know that users are increasingly tapping into social media sites to prospect for jobs and that recruiters use these sites to find potential employees? LinkedIn is currently the top site for job seekers, with over 200 million users, including job seekers and recruiters. Other popular sites include Plaxo, TheLadders, BlueSteps, and Jobster. Twitter has created a job search engine called TwitJobSearch (www.twitjobsearch.com), and many companies now post recruitment videos on YouTube. Savvy job seekers use these tools to network and to search for available positions. Of course, the most successful job seekers understand the necessity of maintaining a professional online appearance and taking the time to connect personally with recruiters.

Use Caution
Be aware of the dangers associated with using Internet job boards and other employment websites. Not only could your current boss see your résumé posted online, but a fraudster could also use your information to steal your identity. The following tips can help you safely conduct an online job search:

Use reputable sites: Stick to the well-known, reputable job boards. Never use a site that makes you pay to post your résumé or a site that makes you feel uneasy.
Be selective: Limit the number of sites on which you post your résumé. Employers dislike “résumé spammers.”
Use a dedicated e-mail address: Set up a separate e-mail account with a professional-sounding e-mail address for sending and receiving emails related to your job search.
Limit personal information: Never include your social security or other identification numbers on your résumé. Consider omitting your home address and home phone number to protect your privacy when posting on big job boards.
Post privately: If given an option, choose to post your résumé privately. Doing so means that you can control who has access to your e-mail address and other contact information.
Count the days: Renew your résumé posting every 14 days. If you keep it up longer, it will look as if employers have no interest in you. If you have not received a response in 45 days, pull your résumé from the site and post it somewhere else.
Keep careful records: Keep a record of every site on which you post your résumé. At the end of your job search, remove all posted résumés.
Protect your references: If you post your résumé online, do not include your references. It is unethical for job seekers to post their references’ personal contact information online without the references’ knowledge.
Do not respond to a “blind” job posting: Respond only to job postings that include a company name and contact information. It is unfortunate that many scammers use online job boards to post fake job ads as a way to gather your personal information.

Finding the Perfect Job (For Students)
A successful job search requires an early start and a determined effort. Students with proactive personalities are the most successful in securing interviews and jobs during and after college. These successful candidates are not passive; they are driven and “make things happen.” Recruiters respond to a proactive nature. They will also consider your education, life experience, grade point averages, and internships when reviewing your qualifications. Communicating what you have learned inside and outside the classroom—and connecting with other—people will continue to be critical elements in landing a great job. Traditional job search techniques, such as those below, can help you find a position that fits your interests and skills while building your professional and personal network.

Check announcements in publications of professional organizations: If you do not have a student membership to professional organizations, ask your instructors (or librarian) to share current copies of professional journals, newsletters, and other industry resources.
Contact companies in which you are interested, even if you know of no current opening: Write an unsolicited letter and include your résumé. Follow up with a telephone call. Check the company’s website for employment possibilities and application procedures.
To learn immediately of job openings, use Twitter to follow companies that interest you.
Sign up for campus interviews with visiting company representatives: Campus recruiters can open your eyes to exciting companies, job locations, and positions. They can also help you prepare by offering mock interviews.
Ask for advice from your instructors: Your teachers often have contacts and ideas for conducting and expanding your job search and growing your skills.
Develop your own network of contacts: Networking still accounts for most of the jobs found by candidates. Therefore, plan to spend a considerable portion of your job search for developing a personal network.
Attend career fairs: Job fairs are invaluable in the quest to learn about specific companies and future career options. The more you know about the company and its representatives, the more comfortable you will be soliciting a position and giving a great interview.

For information on conducting a successful search for a job, creating a standout resume or performing well in your interviews, contact us. Our Career Services can help you succeed!

It Is Intern Time, How will Hiring An Intern Help Your Organization?

Posted on January 10, 2019 by Angela Roberts in Bookkeeping, Client Tools with Comments Disabled

Have you considered the benefits of hiring an Intern? Real-world experience for a student is invaluable to their future—and incredibly beneficial to your company! An internship can be part-time or full-time, long- or short-term, and at any time during the year. Many employers think that internships are primarily beneficial to students. However, the benefits to your company are equally important:

Interns bring in new perspectives on organizational issues: Interns are not stuck in the “This is the way we’ve always done it” mentality. They can bring fresh, new ideas to your company. Interns are good at questioning processes and can often see a different way of doing things that an existing manager might not.
Young professionals are familiar with new technology: Social media, computer programs, smartphones, and iPads; new technology is a piece of cake for young professionals. Even if you are a young entrepreneur, you can always use a hand from a fellow Gen Y tech-savvy professional who is up to date on the newest tech trends.
An Internship allows a trial period that could lead to something more: Your company gets the opportunity to screen and work with potential entry-level employees prior to making a full-time commitment. Moreover, if the Intern becomes part of your team they have already screened your company and received on-the-job training, reducing your training outlay and risk of turnover.
Interns can help you meet important project or task deadlines: There are always projects or tasks that you need help with or are struggling to complete. Utilizing an Intern offers you an eager helper to meet your most pressing deadlines.
Interns are productive, courteous and trying to make an impression: Your company can capitalize on the convenience and flexibility of hiring additional staff during peak seasons, without the issues that often come along with short-term hiring.
Your company can gain brand advocates and free advertising: The best marketing tool is social media. You can expand your company’s online presence in an organic way as the Intern posts online about their favorable experience with your company.
Hiring an Intern can develop your existing team: Junior-level managers within your organization can gain supervisory experience by working with Interns. By screening Interns, your company can grow its pool of qualified candidates for future recruiting needs. Check collectiveray.

Hiring an Intern is a great opportunity for your team, and for the future graduate! Aclivity has teamed up Colorado Universities to identify and recruit developing talent in the Accounting and Finance fields. We would be happy to leverage our connections to help you find the right Intern!

Getting the Interviewer Past Your Age

Posted on December 14, 2018 by Angela Roberts in Candidate Tips with Comments Disabled

When you are a 50+ job seeker, your success depends on your attitude. If you think your age is going to be a factor, then it will become a self-fulling prophecy. You earned this interview by demonstrating your qualifications on your resume and perhaps during a phone screening. You’ve got a legitimate chance at this job, so don’t let a biased interviewer stop when she/he sees your grey tresses – take control of the interview and show them what you bring to the table.

Of course, it is natural to be concerned, age discrimination is a real thing in the workforce, but don’t carry your baggage into the interview. Interviewers can sense your discomfort and will interpret it as a lack of confidence may be due to your qualifications or maybe due to your age.

Second only to attitude is preparation in this effort. Find out everything you can about the company. What’s going on in the industry? Do a SWOT (Strengths, Weaknesses, Opportunities, Threats) Analysis of the company and be prepared to talk about what you know. Become familiar with their products and the position they hold in the market. Learn about their competitors, especially their #1 competitor. Even if your findings are less than perfect, you’ll earn their respect for being well prepared.

Walk into the interview confident, willing to show how you can solve problems and contribute to the bottom line. Focus on what you can do for the company. Turn the interview into a working session by asking about real problems they are facing now. Specifically, ask about what keeps them up at night and what is the biggest problem you can solve for them. Tell them how you would solve the problem. If it is a gnarly problem, then show them how you approach gnarly problems. Any time the interviewer goes astray and focuses on your shortcomings, get back to solving their problems.

If you get the interviewers to trust that you can solve their problems, the job will likely be yours.

Transform Your Age into an Asset

Posted on December 4, 2018 by Angela Roberts in Candidate Tips with Comments Disabled

If you’re an experienced professional above 50, you’ve likely had a few concerns about age discrimination in the workplace. Going out into the job market at any point in your career increases anxiety levels and adding age discrimination just makes the task even more daunting.

Age discrimination is illegal, but we all know it happens, so how can you counter it and land an interview where you can show them what you can do?

It starts with a powerful, compelling resume that gets you the interview. It is imperative that your resume is targeted to the job and the company – the content must be meaningful and relevant to the employer. It must demonstrate your knowledge and skills. Pack your resume with keywords and display accomplishments that are powerful, quantified, and state the benefit the company derived.

Don’t go back to the beginning of time with your resume, 10-15 years should do it. It’s not a history of your career, but rather a marketing brochure demonstrating the value you were to previous employers while predicting your future value to employers. An earlier experience that is relevant can be included on the resume, but it does not need to be dated. It can be mentioned in a profile, summary, or an early career section.

If you are job hunting, you are going to be googled. It is an absolute must that you have a LinkedIn profile today that aligns with your resume. Just because LinkedIn will always ask for more information, does not mean you have to fill in earlier and earlier jobs. Use a flattering picture that judiciously shaves off a few years, but don’t get extreme here by using a picture that shows you 20 years younger.

We live in a social media world and while millennials may be finding jobs with Twitter, Facebook, and even Instagram, if you are not comfortable doing so, don’t. But certainly, educate yourself on these social media platforms and get comfortable talking about them.

Keep yourself technologically savvy — up to date with technology in general, but most importantly the technology and trends in your profession and industry. Stay current, get necessary certifications, or take refreshers if your certifications or any of your training is dated.

Don’t forget about current software and applications. Consider enrolling in local classes or take the online classes (LinkedIn Learning), look at the software’s demonstrations, take their tutorials, or download free trials to boost your knowledge.

If you demonstrate that you are continuing to learn and getting better every day on your resume, in phone screenings, and during the interview, your extensive experience can become an asset.

How to Write Your First Resume

Posted on November 29, 2018 by Angela Roberts in Candidate Tips with Comments Disabled

How to Write Your First Resume

Roberta Gamza, Career Ink (www.careerink.com) | © 2017

Congratulations Graduate! You’ve earned that degree; now is the time to put it to work and land your first job. You’re going to need a resume!

Sounds intimidating, but it doesn’t have to be. The goal of a resume is to generate interest and interviews, so your resume must position you as a valuable candidate. As a new grad, you may feel you lack the experience necessary to do that, but you have more experience than you think.

Resume writing must start with a goal and that goal is to land a desirable job with a desirable employer, not just any job with any employer. Make a list of companies and positions that are of interest. Then look for job postings that align with your choices. Carefully examine those postings and look for keywords. Keywords are the words applicant tracking systems are going to use to filter online applicants; they are industry buzzwords and terminology, the names of applications and tools you use in performing the job, action verbs, and hard skills you need to perform the job. Job postings are loaded with keywords and your resume needs to contain about 70% of the keywords the hiring manager selected to pass the filter. Now that you have your targeted employers and positions, you can work on your resume content strategy. Resumes are future-focused marketing documents intended to position you as the best candidate for the job. They must contain content that is meaningful and relevant to the hiring manager and demonstrate your potential to learn and perform. To gather content, take a fresh look at your classes and class projects, extracurricular activities, volunteer experiences, and jobs, even the menial jobs you’ve held. There’s a lot more there than you think.

There are 3 resume sections that are a must for new grads: Education and Relevant Coursework, Work Experience (paid and unpaid), and Extracurricular Activities.

Education and Relevant Coursework

Coursework and projects often simulate real-world work and can add valuable experience to the resume just like internships and fellowships.
Academic or project competitions can highlight your contributions, teamwork, and accomplishments.
Participation in special academic programs and international studies speak highly of you.

Work Experience

Summer jobs demonstrate dependability, trustworthiness, accomplishment, and growth in responsibility.
On-campus and off-campus jobs while attending classes demonstrate time management, organization, and prioritization skills while revealing your motivation and determination.
Internships

Extracurricular Activities

Volunteer roles, working with community charities and fundraisers can show everything from leadership, commitment, and problem-solving skills to passion and kindness.
Roles and responsibilities in fraternities, sororities, as well as student clubs and organizations show your commitment, initiative, and often teamwork and/or leadership qualities. If you’ve planned and led a special event, you have experience in project planning, logistics, leadership, and fiscal management.

Be sure to write powerfully and concisely; use active tense. Allow sufficient time for this part of the process. It takes much more time to write tight, concise, and targeted content. Be prepared to write and rewrite a few iterations of your resume. Remember format is equally as important as content. You must make it easy for the reader to consume this content, so forget gimmicks, slick fonts, and brightly colored paper unless you are a graphic artist. Stick to tried and true, common fonts and use plenty of white space and bold judiciously. Don’t use templates unless you want to look like everyone else. Most importantly, never determine length before you have your content. Your resume may fit on one page, but don’t try to cram it onto one page. If your content demands more than one page, go to two pages. Just be sure all content is meaningful and relevant to the position you seek.

Top 10 Tips for Writing a Great Resume

Posted on November 16, 2018 by Angela Roberts in Candidate Tips with Comments Disabled

Top 10 Tips for Writing a Great Resume

Does your resume grab the attention and hit home with employers? Does it generate responses? A resume is not just a history of your career, a listing of jobs you held and the tasks you performed. It’s a future-oriented marketing piece positioning you as the most qualified candidate for a position. To do that, the content must be based on the position you are seeking, not just the ones you held. The content needs to be meaningful and relevant to the employer. It must demonstrate initiative, problem-solving, and value to previous employers.

Know what’s important to the employer. Begin with a strongly focused introduction. Concisely summarize responsibilities and focus on your accomplishments. Be very strategic; paint the right picture with your words. Use formatting to enhance readability and drive your message home. Write tight; trim and polish at least three times. Take these 10 tips to heart when preparing your resume.

Get into the right mindset. Overcome procrastination and don’t lose sight of the real goal. It may seem like your goal is to write your resume, but your real goal is to capture the employer’s attention and land a job.
Start fresh. Get rid of old resume baggage. Keep your eye on the job you are seeking. Approach your resume with today’s perspective.
Assume the employer’s perspective. It’s not the story you want to tell, but the story the employer wants to hear. Demonstrate you can solve problems, save money, and make money.
Don’t tell me, sell me! Job hunting is a sales job. Your resume is a sales tool, marketing brochure, and calling card. In sales features attract, but benefits sell. Load your resume with benefits. Articulate your value, previous contributions, and successes.
Use industry keywords liberally and appropriately. Don’t just dump them in the resume, use them in context throughout the resume.
Capture attention with a combination style that includes an introduction, career history, short job descriptions, bulleted accomplishments, education/professional development, specialized training, credentials, and certifications as well as affiliations, memberships, and community involvement.
Distinguish responsibilities from accomplishments. Responsibilities are the tasks they hired you to do; anyone with your same title has the same responsibilities. Accomplishments tell us how well you performed those tasks and how valuable you were to your employer. Accomplishments are unique to you. They differentiate you from other candidates.

Avoid weak responsibilities; they do more harm than good. Ineffective resumes include long laundry lists of bulleted responsibilities. They tend to be passive, uninspiring, and make you look like every other candidate. (i.e., troubleshoot networking components, install, configure, and maintain computer equipment). Do not just repeat your job description.

Use strong responsibilities that paint a robust picture of what you did. (i.e., Service Manager. Managed a 7-member team repairing an average of 390 warranty and non-warranty repair orders per month.)

Make accomplishments strong. Maximize the most powerful content on your resume. Quantify or explain the impact of your work on the organization. Frame your results with context. State how you improved or streamlined something, mentored someone, avoided a crisis, helped a customer, increased productivity, saved money, and so on. (i.e., Consistently beat annual profit target of $1.5M by at least 2X. Delivered 20% of company’s total 2015 revenue with 15% profit margin.)
Avoid standard templates that make you look like every other candidate and follow good resume writing practices. Be generous with white space; select a common font; vary sentence structure and employ parallel construction; use emphasis sparingly; be consistent in capitalization, punctuation, spelling, type, and line spacing.
Edit, proof, and polish at least twice, then walk away and look it over with fresh eyes in a day or so.

Written by: Roberta Gamza (www.careerink.com)

Really Different or Rarely Different?

Posted on November 9, 2018 by Angela Roberts in Candidate Tips, Client Tools, Push with Comments Disabled

Really Different or Rarely Different?

I hate labels such as “Millennials” – a term first coined by Strauss & Howe in their book Generations.

So here is my Generation X (generally born between 1960 and 1980) observations, solely within the workplace.

Global Financial Crises & the Mortgage Loan debacle
Many of their parents unemployed and or savings depleted
Disastrous and costly Middle East Wars
Climate Change and an Environmental mess
Political gridlock
Corporate scandals
Resurgent China and offshoring depressing wages
Terrorism close to home

As I think about it, the only things Generation X have provided Millennials that provide great utility are The Internet, the cellphone & e-commerce.

While I agreed with my wife to write an article (short), not an essay (long), let me close by listing all the disparaging terms I hear about Millennials and give you my opinion as they relate to the workplace: They.

Have a lesser work ethic than Gen X – untrue. You are not inspiring them.
Want to do meaningful work – true. What’s wrong with that?
Have been so sheltered – why is this even relevant? If it’s true it’s the Gen X’s fault – so fix it.
Are overconfident – great.
Provide immediate candid feedback – who wants to work with folks who “suffer in silence” anyway?
Think communication is texting – true. Texting and email are great for information sharing but awful for convincing or relationship building.
See supervisors as mentors, not bosses – yes, Gen X’ers they actually want your help!
Are over-entitled – sometimes. Probably because Gen X parents overprotected them and are not finding that “air-cover” in the workplace.
Don’t have a defined career path – fair point. Keep encouraging and give them the freedom to explore.
Value job satisfaction over financial rewards – correct. But the Gen X obsession with money has not worked out so well.
Look for a better work/life balance – correct. Why not? Travel, health, and rest are proven to provide more productive employees.
Don’t trust management – correct. Most Gen X management teams have not earned this trust.
Change jobs when the going gets tough – fair point. This is one the Millennials must own. The grass is rarely greener.
Don’t ascribe to Corporate Values – partially true. But most corporate values are BS anyway.
Rudely multi-task – yes, Millennials (and a number of Gen X’ers) you are guilty as charged. You can’t fully participate in a conversation and have one eye on your phone.
Have a strong BS detection antennae – correct. They sniff this out very well.
Have a greater sense of community purpose – correct. Companies should be part of the societies in which they live. Millennials are challenging companies to turn this from an annual report fable into a true commitment.

Hopefully, my views can form part of the beginning of a generational understanding in the workplace not the end of the debate. Yet most of all, I hope that Millennials have the courage to mimic the Gen X strengths and learn from our Gen X’s many mistakes – so that they can preserve my social security benefits for years to come!

Mark A. Pougnet | COO and CFO

“Why Should I Hire You?”

Posted on November 1, 2018 by Angela Roberts in Candidate Tips with Comments Disabled

“Why should I hire you?”

This question might be a lead-in to your worst interview nightmare. However, every employer wants to know why you deserve the job. Be prepared to tell your interviewer why “you” would be a great fit for the position! Better yet, present yourself in a way that provides an answer before the question is ever asked. This is a very valid question if you are to put yourself in the interviewer’s shoes.

Know the job description: Do your homework and make sure you examine the job description point by point. Know the requirements of the position you’re applying for and how well suited you are to the position. Make notes on work you’ve done or skills you’ve grown that exactly match points on the job description. Also, note skills you may need to learn to be successful in the role. Be honest with the interviewer about your limitations, but focus on your strengths. Tell the interviewer why you would be great at the job.
Give concrete examples: While you are looking over the job description, make notes about past projects, growth experiences or life skills that make you well suited for the position or company. Take your notes into the interview and make sure you speak to specific points that show them you’re right for the position. Employers want to know that you’ll fit into their culture and that you’ll hit the ground running.
Be confident in your abilities: The best interviews end with you silently asking yourself, “Why wouldn’t they hire me?” Sell your skills and experience in a confident, but a non-arrogant way. You bring unique skills, knowledge, and experience to the table. Remember that the interviewer is just getting to know you, so you will need to tell them (and show them!) who you are and what you will contribute to their company.
Dress for success: Dress for the job you want, not the one you have. Strive to be someone they remember as well put together from head to toe. Even if you know the work environment is casual, go to the interview as if you are applying for a CEO position. A well-dressed person oozes confidence, professionalism, and respect; all traits employers seek.
With a little practice, you can master the art of giving a good interview. ACLIVITY offers a variety of Career Services that help you get the job! Call us for coaching, resume help or interview skills training. We’re here to help!

Conducting a Successful Job Search

Posted on October 25, 2018 by Angela Roberts in Candidate Tips, Push with Comments Disabled

Career Builder (careerbuilder.com): CareerBuilder claims to be the nation’s largest employment network. Users can search millions of jobs by category, geographic location, keyword, industry, or job type (full-time, part-time, internship).
Indeed (indeed.com): One of the newest and fastest growing job search sites on the Internet, Indeed.com is a metasearch engine that uses a Google-like interface to search the Internet for open job listings.
Monster (monster.com): Monster.com offers access to information on millions of jobs worldwide using a search technology called 6Sense that matches applicants with the best job opportunities for their skills. Because of this cutting-edge search system, many consider Monster.com to be the Internet’s premier job site.
College Grad (collegegrad.com): CollegeGrad advertises itself as the “number one entry-level job site” for students and recent graduates. In addition to searching for entry-level jobs, users can also search for undergraduate and graduate degree programs to help them develop marketable skills.
Career Journal: Part of The Wall Street Journal; CareerJournal provides listings for high-level executive and finance positions.

Company Web Sites: Probably the best way to find a job online is at a company’s own website. Many companies now post job openings only on their own websites to avoid inundation by the volume of applicants that respond to postings via online job boards. Many job seekers find that they are more likely to obtain an interview if they post their résumés on company sites. This allows a more direct connection to decision makers, and job seekers can keep their job searches (and personal information!) more private than on job boards.
Professional Organization Websites: Online job listings have proven to be the single most popular feature of many professional organizations, such as the International Association of Administrative Professionals, the American Institute of Certified Public Accountants, the National Association of Sales Professionals, the National Association of Legal Assistants, and the Association of Information Technology Professionals. Although you pay a fee to join, the benefits of being a member of a professional association in your career field are enormous. Remember that it is never too early to start networking. If you join a professional organization while you are still in college, you will be setting yourself up for future success as you build a network of professional connections.
JobCentral National Labor Exchange: JobCentral is a public service website provided by the DirectEmployers Association, a nonprofit consortium of Fortune 500 and other leading U.S. corporations. Many companies now use jobcentral.com as a gateway to job listings on their own websites, which results in the advertising of millions of jobs. Best of all, this service is free and bypasses the big commercial job boards. You can search for a job description or job title, and apply directly on the website of the hiring company.
Local Employment Web Sites: Although many of the big job boards allow you to search for jobs geographically, many job seekers have more luck using local employment websites such as Craigslist, Cumulus Jobs and JobStar.
Niche Web Sites: If you want a job in a specialized field, look for a niche website, such as Dice (dice.com) for technology jobs, Advance for Health Care (www.advanceweb.com/jobs/healthcare/index.html) for jobs in the medical field, and Accountemps (www.accountemps.com) for accounting positions. Niche websites also exist for job seekers with special backgrounds or needs, such as older workers (www.workforce50.com) and veterans (www.veteranjoblistings.com).

Use reputable sites: Stick to the well-known, reputable job boards. Never use a site that makes you pay to post your résumé or a site that makes you feel uneasy.
Be selective: Limit the number of sites on which you post your résumé. Employers dislike “résumé spammers.”
Use a dedicated e-mail address: Set up a separate e-mail account with a professional-sounding e-mail address for sending and receiving emails related to your job search.
Limit personal information: Never include your social security or other identification numbers on your résumé. Consider omitting your home address and home phone number to protect your privacy when posting on big job boards.
Post privately: If given an option, choose to post your résumé privately. Doing so means that you can control who has access to your e-mail address and other contact information.
Count the days: Renew your résumé posting every 14 days. If you keep it up longer, it will look as if employers have no interest in you. If you have not received a response in 45 days, pull your résumé from the site and post it somewhere else.
Keep careful records: Keep a record of every site on which you post your résumé. At the end of your job search, remove all posted résumés.
Protect your references: If you post your résumé online, do not include your references. It is unethical for job seekers to post their references’ personal contact information online without the references’ knowledge.
Do not respond to a “blind” job posting: Respond only to job postings that include a company name and contact information. It is unfortunate that many scammers use online job boards to post fake job ads as a way to gather your personal information.

Check announcements in publications of professional organizations: If you do not have a student membership to professional organizations, ask your instructors (or librarian) to share current copies of professional journals, newsletters, and other industry resources.
Contact companies in which you are interested, even if you know of no current opening: Write an unsolicited letter and include your résumé. Follow up with a telephone call. Check the company’s website for employment possibilities and application procedures.
To learn immediately of job openings, use Twitter to follow companies that interest you.
Sign up for campus interviews with visiting company representatives: Campus recruiters can open your eyes to exciting companies, job locations, and positions. They can also help you prepare by offering mock interviews.
Ask for advice from your instructors: Your teachers often have contacts and ideas for conducting and expanding your job search and growing your skills.
Develop your own network of contacts: Networking still accounts for most of the jobs found by candidates. Therefore, plan to spend a considerable portion of your job search for developing a personal network.
Attend career fairs: Job fairs are invaluable in the quest to learn about specific companies and future career options. The more you know about the company and its representatives, the more comfortable you will be soliciting a position and giving a great interview.

For information on conducting a successful search for a job, creating a standout resume or performing well in your interviews, contact us. Our Career Services can help you succeed!

Seven Ways to Nurture Your Company Culture

Posted on October 18, 2018 by Angela Roberts in Candidate Tips, Client Tools, Push with Comments Disabled

“Defining Your Company Culture” helped you ask the questions – and come up with the answers – that hone in on, and clarify, the culture you want your business to represent. But, it’s not enough to just define your culture, you need to maintain it, communicate it and keep it a living, breathing part of your business. Consider these seven ways to nurture your company culture. Define and communicate your core values. It’s easy to be cynical about this – until you realize how important it is. Some companies come into existence knowing their core values are to “never sacrifice quality” or “always do the right thing.” But if they don’t communicate it, and hold employees to that standard, those values go unsupported. Know your values and communicate them. If you’re not so clear on your values, ask your team to (anonymously) comment on what they think the company’s values are. This could be a rude awakening if you haven’t been careful to manage your values, but it can also give you an idea of what messages are coming across – so you know which messages you need to manage. Defining and communicating your values is key to bringing everyone on the same team to support the specific vision of your company. Keep it fun. Culture is all about a certain version of fun. No matter what business you’re in, you can have fun. You could host events for families (summer picnics?), publish media that is specifically for your employees (a weekly newsletter to keep them informed and inspired), dress-up days (wear costumes to work) or any engaging and fun activity that purposely blurs the lines between personal and work life. Show employees you care about them (for real). To build loyalty among your employees, make sure to show you care about them in the totality of their lives. When they start working for you, find out their kids’ birthdays and their wedding-anniversary date, to commemorate those events with a card or a call. Ask about their hobbies and interests, so you can talk about those things, or reward them in ways they’ll actually enjoy. Hire only the types of people who fit your culture. Finding people who fit for your company can be difficult. It’s common to interview dozens of people and only find one that would actually match your environment. Though hiring is a challenge, don’t settle for someone just because they’re a body to fill a position. Make hiring easier by narrowing the field. Place well-crafted employment ads that define the culture, and demonstrate what fitting that culture would mean in action. Create interview questions that help you define the candidate’s fit for the culture (“How do you spend your free time” or “Select three values from the list below that tell us what kind of person you are.”) Administering a skills test during an interview is a great way to see what aptitudes a person brings with them and get a feel for how a person reacts when they don’t know exactly what they’re doing. Everything about your interview (and possibly a probationary period) should allow the candidate to demonstrate how well they fit your vision, mission, and culture. Hire only the employees that really fit. Get rid of employees that “don’t fit.” Now that you’re trying to hire the best fit for your company, apply that logic to deciding who to keep. Odds are you have staff that is holding you back from embodying the identity you’re trying to bring to life. Many of us have worked for a company where employees whine, act like children, are difficult to work with and generally don’t produce the work results or have the personal qualities that make them a good team member. If you’ve given employees the tools they need to succeed and they aren’t succeeding, you have an obligation to remove them from your team. No matter how developed your culture, retaining staff that undermines your cultural values has a negative effect on your team. Check in to see how it’s going. Come up with ways to measure your employees’ satisfaction periodically, and then respond to their feedback. Be sure to make any feedback you request anonymous, and don’t just focus on the positive feedback while ignoring signs that you need to improve your management. Employees want to know that you take their ideas seriously. When you receive feedback that is negative, act on it. Change the situation. Make things better. Employees will notice if you pat yourself on the back for the positive feedback and ignore the rest. Deal with the criticism and use it to make your culture stronger, clearer and more attractive for your employees. Acknowledge your employees. Everyone loves getting a paycheck, but that’s not the most important thing about having a job. We spend so much of our time at work that how we are made to feel at the office determines how happy we are. We all want acknowledgment, respect, recognition, and a simple “thank you.” Don’t expect that paying the wages is all it takes to get great work, and loyalty, from your team. Give them a little extra appreciation and they’ll keep supporting your culture and company success. Once you’ve taken steps to define your culture, keep developing and maintaining it. After all, when employees enjoy coming to work, they are more likely to contribute their best efforts and stay around. Though nurturing the culture you have defined is a daily, challenging task, it can help you boost productivity and retain your top talent.

Defining Your Company Culture

Posted on October 11, 2018 by Angela Roberts in Candidate Tips, Client Tools with Comments Disabled

Having a top-notch team, and a workplace that values its employees will no doubt help you sell your premium product or service. But how will that work be done? What kinds of answers would you have if I asked you to look at your business and ask, “How do things get done around here?”

The answers lie in the culture you’ve created.

Developing a unique culture that helps your employees drive performance is a significant way in which you can differentiate your company. The challenge is that culture is extremely difficult for leaders to pinpoint, define, quantify, and understand at a level that they can actually manage. It may seem like a nebulous or fluffy concept to those who are used to managing via quantifiable data — and it’s even more challenging to identify aspects of an organization’s culture that, if proactively managed, will have a tangible, positive impact on performance. In this way, the people you retain to implement and manage your organizational, employee and company cultures will be some of the most important people on your team.

Let’s look at three different ways culture is at play in your business.

Organizational culture is the behavior of the people who are part of your organization, and the meanings that they assign to their actions (“Why do I/we do this work?”). Organizational culture includes your company’s values, visions, norms, working language, systems, symbols, beliefs, and habits.

Employee culture is created by the beliefs and behaviors that dictate how your company’s employees are treated, trained, incentivized, how management interacts with employees, and how each person handles outside business transactions.

Corporate culture is often implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires. One can also hire specifically to develop a corporate culture rather than letting the definition happen an undefined way.

You can put these definitions to work in this way: Corporate culture is built on the people you hire, and collectively, those people define how the company “feels” while it does what it does. The people you hire work inside an employee culture, which determines how it feels to work inside the corporate culture. The organizational culture is created by how the employee and corporate cultures impact the team’s ability to meet organizational goals.

Defining Your Culture

Looking to define your culture? Think about these three questions”

Why does the company exist and where is it headed? How does it do what it does? Successful companies have employees who are committed to the company mission and have a shared vision of the future. Define morals, attitudes, and tactics that are acceptable to your company as it does what it does. The premise of your organization can serve to galvanize the staff toward the success of your mission (Ending child hunger? Helping the world? Employees can get behind that!).

What skills and supports do employees need to do their jobs successfully? How will you structure training and support? What type of employees will best help you achieve your organizational objectives, and what tracks for promotion are available? It’s important to think about what employees experience when being hired, on-boarded, trained and supported in their daily work. Top-performing companies have employees who feel ownership over their work and provide input on organizational decisions. These employees are more likely to take responsibility within the organization and shoulder the autonomy to carry out those responsibilities. With thoughtful training and a structure that allows for support and advancement within the company, employees are more likely to take the initiative to grow their careers at the company that has supported their development.

How will your organizational structure allow decisions to be made effectively and efficiently? How will people be encouraged to operate in accordance with the stated values and norms of the company? Be clear about what you stand for, and the hierarchy or methods that will allow your business will solve problems. Create systems that help stakeholders reach consensus and know what your values dictate you’ll say “yes” or “no” to. Make your objectives and values clear – so that employees, customers, and shareholders can applaud you when you get it right, and identify actions that mean you’re getting it wrong.

Most employees tend to prefer a work environment where organizational goals are communicated and the company has developed methods to support the employees while they meet goals. The way you define evolve your company’s culture will touch nearly everything that happens – or doesn’t happen – in your company. Though clarifying your culture can be a tricky, time consuming (and daily) task, it is incredibly important to your success.

5 Common Workplace Myths

Posted on September 27, 2018 by Angela Roberts in Candidate Tips, Push with Comments Disabled

Everyone brings ideas about what’s “good” and “bad” in the workplace. Your ideas about how you are supposed to perform your role will affect not only the company and the team, they will affect you too! While some employees choose to stress out, check out, just wing it, stay in a rut or keep their mouth shut, wise, professional employees keep it together, stay focused and contribute. If any of these 5 workplace myths are directing your actions at work, you might want to reconsider your ideas of what’s “good” and “bad”.

Multi-tasking is the best way to go: Just because you can do more than one thing at a time doesn’t mean it’s effective. If you are splitting your attention between a phone call and an email, odds are good you are not going to be focused enough to take in the details of either task. You tune out your conversation while you’re typing your email, or send your email while you’re talking and lose focus that would allow you to catch your mistakes. Especially if you have a lot of work to do, do one task at a time. If you’re multi-tasking, you might limit your ability to get the job done effectively. Stay focused, and each part of your work will turn out better. And, you’ll save yourself the stress of juggling too many things at once.

It’s OK for you to chat with your friends at work: You may have close and long-lasting friendships with your coworkers. If you do, keep them professional. Don’t give preferential treatment to your friends or exclude other team members. Establish clear boundaries that will help you and your friends stay out of deep or personal territory, and keep your actions and discussions professional.

You don’t need to track your work because you know what you’re doing: Chances are you have a lot of individual tasks, processes and deliverables tugging at your attention. If you’re not keeping track of what needs to happen, and when, you might miss important details. You’ll be more productive if you plan your day ahead of time and group similar tasks to create a more streamlined workflow. If mornings are the most hectic, plan your day at the end of the previous weekday – or vice versa. Having your tasks and timelines mapped out will keep you on track when there is so much work to do that it’s hard to think.

It’s better if you stay in your comfort zone: Most jobs are routine. If you’re not careful, you might think that you should stay right where you are, doing exactly what you’re doing, just the way you’re doing it. Things are working, right? Everything is fine. However, coming out of your comfort zone is important – as a push toward professional and personal growth. To push the envelope a bit, reinvent processes to make your work more accurate or efficient, volunteer for projects or tasks that pose a challenge, ask a supervisor for direction on expanding your knowledge. Learning new skills makes your mind stronger, and spreading your wings a little might help you create professional connections. Of course, you need to be a reliable and focused employee, but while you’re at it, push your limits.

Being assertive will get you in trouble: The professional environment is a collaborative space. Though some team members are more ‘senior’ than others, each person has unique knowledge and perspective to contribute. There are times when stating what you think, want or believe in can be intimidating. If the stage isn’t set for smooth and easy dialogue, you might need to be assertive. But don’t worry. Assertive doesn’t mean aggressive, or that you should deny other’s rights to state their opinions. It just means to stand firm and thoughtfully (and calmly) state your ideas and suggestions. Take an active part in the discussion and advocate for change when it’s needed.

The rules you follow at work can support, or hinder, your Professional success. Your attitude, methods and personal style can allow you to contribute your best at work, become a valued member of the team and grow your skills. You spend a lot of time at work. You might as well make good use of it!

Looking for a new opportunity? Contact us today!

How to Answer the Most Common Interview Questions

Posted on September 19, 2018 by Angela Roberts in Candidate Tips, Push with Comments Disabled

Job interviews can intimidate even the most hardened professionals. It’s a challenge to be on the spot and come up with targeted answers to questions that you may not have prepared for, especially when you want to be (or NEED to be) offered a job. Even if you’re a perfect fit for the job and a great communicator in normal circumstances, on the day of the interview you might find it difficult to convey your skills when stammering becomes your primary method of communication. But preparation… ah, preparation. It can foil the nerves and make you sound concise, even erudite.

How do you prepare? With some online research and time spent considering your strengths, interests, and needs, you can be prepared to answer a variety of interview questions. Below, we’ll cover the ten most common questions. With just a few well-constructed sentences, you can win over an interviewer and find the words to express just how perfect you are for the position.

As you look over the questions below, think about how you might answer. Your responses don’t have to be wordy but, if you want the job, they do have to be well-targeted and speak to the point the interviewer is trying to get you to talk about.

Tell me a little about yourself. The interviewer really wants to know how you’ve directed your life experience to be where you are today – and how they might benefit from your experience. A seemingly innocuous question, this one could sound like you’re being asked to share about your personal life. But, it isn’t a personal question. It’s an opportunity, like every other interview question, to tell the interviewer how you fit into the company or position. When sharing bits of your history, include accomplishments or experiences that have helped prepare you for the job you’re applying for. Make your answer succinct; don’t expand on your entire personal or professional history.

How much do you know about the company? The interviewer really wants to know if you’ve done your homework and knew what you were getting yourself into before you sat down for the interview. You could give a simple answer, something you found on the company website, but the interviewer has already heard that from candidates they didn’t hire. Make a short statement focused on what you know about the company’s goals, vision and culture and add a personal touch about how you gravitate toward, and might support those goals.

Describe your areas of strength. The interviewer really wants to know how the skills and attitudes you’re bringing to the table might play out against the responsibilities of the role. Whichever of your strengths you choose to highlight, pick the ones most relevant to the position, and then elaborate. For instance, if great at working under pressure, you might say, way like “I am able to manage multiple priorities effectively and under pressure. I think that will be important as a (Job Title).”

Describe a few of your weaknesses. The interviewer really wants to know how self-aware and honest you are, and how your shortcomings might show up if you are hired. Everyone has weaknesses, and if you can’t talk about them, or show you’re working on self-improvement, you’re not going to be able to answer this question. You don’t have to share too much personal information, just a couple of things you’re currently struggling with but are trying to improve. For instance, “I’m not great with conflict so I’m working on developing my communication and stress management skills. I’d like to learn to remain present, open and communicative when conflict arises so that I can excel in situations where conflict is a necessary part of strategy development.”

What is your greatest professional accomplishment? The interviewer really just wants to hear you say that the work you’ve done has had a positive, productive result. Give the interviewer some context before you dive into what you did and what was achieved. If you’ve singlehandedly reworked the company’s operational goals, improved workplace efficiency, or increased revenue by 500%, say so. For some in the workforce, this will be a tough question to answer. If you’re not a manager or process developer, your positions might not have afforded you the opportunity to accomplish extraordinary things. But in each position, there is room for accomplishment. Describe anyway in which you’ve excelled at your position and highlight the results of your efforts, even if the results aren’t mind-blowing. You might have more to say here if you’ve expertly managed finances to reduce expenses by 25% or managed company mergers. Don’t be shy about stating your accomplishments, no matter your previous experience.

Why are you looking for a job? Why did you leave your last job? The interviewer really wants to know if you were in a position that didn’t fit you, if you behaved badly, or if you’ll make excuses to explain why you’re interviewing. No matter the reason you’re looking for a job, keep it positive. Don’t throw anyone under the bus, even if you had to leave your last job because the manager was inept, yet entrenched, and brought down the morale of everyone in the office. Give a short explanation and then state that you’re trying to find a better fit, and you believe the company you’re interviewing for is that fit.

Why do you want this job? The interviewer wants to know if you really want the job and understand the company and the role you’ll be playing. Employers want to hire someone who is enthusiastic about the job. This is another opportunity to fill your answer with reasons you’d be a great fit for the job and company. Rehash why you are the best pick for the role and why you’re excited about working for the company. Talk about how you think you can contribute immediately and make an impact long-term.

Why should we hire you? The interviewer really wants to know why they should care that you want the job when so many others do too. Here is another opportunity to tell why you’re the best hire. Try to stay away from half-hearted responses like, “I’m fully capable of the work required.” Focus on how well you’ll fit into the culture, that you’re great to work with and how thrilled they will be with their choice when you use your skills and experience to their benefit.

Where do you see yourself in 5 years? The interviewer really wants to know if you’re interested in moving through or moving up. This is not a personal question. It’s about where you see your career going. If you’re interviewing for a job that has no room for advancement, don’t say, “I see myself growing into a new position with the company.” In most professional roles, there is a need for ambition and drive, so an answer focused on growth would be appropriate. Demonstrate that you have realistic expectations of the position and your trajectory, and know that it’s ok if you don’t have it figured out yet. Maybe this position will help you define what’s next.

Do you have any questions for me? The interviewer wants to see if you’ll take the easy way out and say “No.” Always, always, always say, “Yes” to this question. Before your interview, do some online research to identify questions you might ask the interviewer. (We’ve posted an article with some great questions to ask, which you can find at https://aclivity.com/questions-to-ask-in-an-interview/ ) When this question comes up, you have a chance to learn more about how the company might be a good fit for you. Ask about the team, the pressure, the expectations, the down-sides – anything to gain insight into the reality of working for the company.

When you have been offered an interview, it’s important to make the most of the opportunity. Being prepared to answer the interviewer’s questions will help you feel at ease while you are trying to make a positive impression. It will also help you stand out from other applicants. Remember that job hunting is about finding the right fit. Though you want to convince the interviewer to hire you, be sure it’s a job and company that really fit what you have to offer and can support you in taking your career where you want it to go.

For more interviewing tips, or to take advantage of our Career Services, contact us today!

Seven Tips for Temps – How to Keep the Job

Posted on September 5, 2018 by Angela Roberts in Candidate Tips with Comments Disabled

Congratulations, you have landed a temporary position! Now that you have gotten your foot in the door, is it time to coast? Nope! It is time to think about being a valued temporary employee and improving the odds that you will be offered permanent placement.

In today’s employment marketplace there are many skilled, educated candidates vying for open positions. Employers have the freedom to choose from a large pool of qualified candidates. Once you have been selected for a temporary assignment, it’s important to start thinking about how NOT to lose the job. Putting into action the seven tips below can improve your odds of being kept on, given a great recommendation, or offered permanent employment.

Be on time! Employers see tardiness as a sign of disrespect, or worse – inability to conform to expectations. If you must be late, make contact as early as possible and have a good reason.
Present yourself well. Do not let go of your professional manners or behave casually in a professional environment. Remember that, at work, there are always unique, and sometimes lofty, expectations. Be willing to meet those expectations and present yourself as a willing, courteous and engaged employee.
Know your culture. Before you accept a position, ask your recruiter about the type of company culture you will be working in. If the temporary position is short-term, it might not matter as much to you, but if you are taking a temp-to-permanent position, it is important that you know what type of work environment you are expected to fit into. Fitting well into your company’s culture is a key determinant of longevity in a position – and increases the odds of you being happy to go to work every day.
Learn willingly and take notes. All new jobs come with a learning curve. Chances are good that you will make mistakes as you come up to speed on the requirements of your position. Own up to your mistakes and learn from them. Coming into a position with a “beginner’s mind” and a willingness to learn as you go will make it easier for others to work with you – and will help you develop your skills, making you a more useful member of the team. Always have a notepad on hand, and take notes on “who, what, where and when”. This will not only help you remember important details but show the client you are serious about learning and mastering your position.
Remain productive and volunteer. You have worked with the type – the paycheck-focused employee that takes any and every opportunity to use their “down time” to check Facebook or Twitter, email friends or make personal phone calls. If you want your employer to see you as a valued employee, do not be that type. When you are on the clock, there is no real “down time”- there is always something to do to add value. If you are at a loss and feel there is time to twiddle your thumbs, ask someone in charge how you can make yourself useful. Do not just sit there surfing the web.
Be part of the team. A workplace is a small, specific community. Even as a temporary employee, you are part of that community. You can increase your comfort and communicate your willingness to continue in the company by getting to know the people you work with and letting them get to know you. No matter the role a person is playing on the team, you are on equal footing – because you are human too. Try not diminish, or let others diminish, your value as if you are “just a temp.” You have a part to play, and it is easier to play that part if you are willing to be a friendly, interested and engaged part of the team. Establishing rapport with the people you work with does not just improve your chances of being made a permanent part of the team; it is also a great way to expand your personal and professional network by practicing your interpersonal communication skills.
Take care of your health and wellness. Your physical and mental state has the potential to affect everyone around you. Take good care of your body and mind – make time for lunch breaks, get enough sleep and exercise, voice any concerns you have about your work environment, and communicate any personal problems you might be experiencing to your supervisor or recruiter. There are often resources made available for people working through loss, depression or other personal challenges. If you speak up when you are not feeling physically or mentally well, you will be seen with understanding. If you keep quiet, you might be viewed as unproductive, moody, or unable to meet the requirements of your position.

It can be challenging to be a temporary employee. You have been pre-approved for a job, but you are also on probation the minute you walk in the door. Your actions in the workplace will determine if the employer trades you for another temporary employee, or if they bring you on board permanently. Be willing to bring your best self to your work. Use the tips above to become a better employee and a more considerate person.

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Articles

All posts by Angela Roberts

You Have an Interview, Now the Question is How Should You Dress?

Shenia Ivey MBA, CPC, Ivey Concepts & Solutions (www.ivey-solutions.com) | © 2018

Mark A. Pougnet | COO and CFO

Roberta Gamza, Career Ink (www.careerink.com) | © 2017

Written by: Roberta Gamza (www.careerink.com)

Mark A. Pougnet | COO and CFO

Mark A. Pougnet | COO and CFO

Mark A. Pougnet | COO and CFO