Congratulations! You landed an in-person interview. Next step: Sell why you’re the one for the job. Confidence is key and being prepared will give you that extra edge to make it to the next round, or better yet seal the deal. The thought of an interview can be stressful enough, read through our checklist to make sure you’re ready and prepared to have a successful conversation.
Over the years, we have helped a lot of companies improve their application training. Their own training development efforts had not achieved their desired goals, and so, they brought in an external resource.
As a developer I often get questions about the future. Specifically, how much time it would take me to develop an (often nebulously conceptualized) eLearning course in Storyline. A good rule of thumb is that it will take a bit more than an hour of production for every minute of limited interaction course time. That doesn’t include developing a storyboard (or script) or custom content. Custom content can include audio narration, icons that are specific to the content of the course, or custom video content.
Gamification has become a popular educational strategy to motivate people of all ages, both online and in the classroom. In addition to making learning more enjoyable, gamification is used to promote active learning, engage users in real-world problem solving, and recognize achievements or competencies. According to a recent report, this trend is expected to continue due to a stronger focus on experiential and inquiry-based learning and increased awareness through professional development.
Early in my career, I had a boss who couldn’t make important decisions. Decisions that would have enabled me and my team members to act quickly, be productive, and achieve the success we all desired. Instead, the answer I consistently got was “I’ll call you Thursday”. (It wasn’t ALWAYS Thursday, but it seemed to be his favorite pick of the week.) Needless to say, Thursdays would come and go with no call. This indecision resulted in wasted time, reduced productivity, a sense of failing our internal customers, and feeling demoralized for not being trusted to make the decisions myself.
In this hyper competitive market for talent, everyone is looking for ways to stand out to potential candidates. According to the CareerBuilder Talent Supply tool, in some markets there are 16 times more jobs than there are candidates. Take New York-based technical infrastructure positions. There are currently 123,000 open jobs and only 7,000 active candidates. Anyone looking to find ways to differentiate to candidates are realizing that a positive candidate experience is an impactful way to attract, engage, and hire talent.
One of the best tools that companies have at their fingertips is the human facilitator who develops relationships, manages change, provides subject matter expertise, and communicates directly to the organization’s employees.
You’re interviewing potential candidates for an open position on your team. Those set to meet with you to discuss the opportunity are most likely a little nervous - but if you think about it, things are a little nerve-wracking on your side of the table too. The pressure is on to select the “perfect” candidate by weeding through the underqualified, the overqualified, and the average. The only way to do this successfully in the short amount of time allotted is to ask the right questions.
A good job description is key to attracting the best talent for your organization. In order to write a good job description, you first need to consider who you are trying to attract and what skills those resources need to possess to be successful in their role(s)? Ask yourself, based on this job description would I apply? If the answer is no, you will need to go back and rewrite that job description, so it conveys the right message to those reading it.
Can you successfully drive cross-country without directions? Sure, you can. But you’ll get lost many, many times before you ultimately reach your destination. You’ll waste gas & time and you’ll be extremely frustrated when you get there, not to mention many times along the way. That’s how I look at job descriptions. They are your directions to find the right candidates for your open jobs. In order to find the best candidate, and to do it as quickly as possible, recruiters and account managers need the best job description possible.
If Artificial Intelligence (AI) is the future, then Machine Learning & Predictive Analytics are the present. As a CIO of one of the world’s largest Staffing firms, a Certified Behavioral Analyst, and former Technical Recruiter, I have spent 30 years in what is perceived to be a mature Staffing industry. Reporting & Analytics, Big Data, Technology Innovation, and People & Process are coming together across all industries at a disruptive rate. Those that leverage this will control their own destiny. As Former General Electric Chairman Jack Welch correctly stated, “Change before you have to.”
The hearts of the Judge team have been swept up by the romantic atmosphere this Valentine's Day. We found ourselves captivated by the romance permeating the air and started to wistfully think about what we love here at Judge. So in honor of Valentine's Day, here is what we love at Judge.
Wow, the holiday season is over and just about all the Football Bowl games. If you’re like most folks, there were too many to watch or even keep up with. But even if you just watched a couple or maybe you focused on professional football, there was a common theme heard this year in all the game commentary, interviews with coaches & staff, and even from the players themselves: “player development” is key to a successful team longer term.
Getting a job isn’t easy. You need to find the right one with the right company, make sure your resume is good enough to grab their attention, and then present yourself well during the interview process to make the employer want to hire you. The interview process (phone, in person and video etc.) is largely taken for granted. People often misrepresent themselves, undersell themselves, take for granted that they will be getting the job, are overly confident, show up late, and say the wrong things.
Now that the holiday season is approaching, I’ve started to consider how I can best assist those looking for jobs over the holidays. I am reminded of an important lesson that I learned from my daughter and her soccer coach.
Ah, the post Thanksgiving blitz. A time for frenzied gift shopping, gaudy holiday decorations, and, most importantly, holiday office parties. While these parties can be a lot of fun and a great way to connect with co-workers outside of your day-to-day, there are plenty of social and professional landmines you will need to side step.
In this month’s blog, we focus on Employee Learning Week. Running from December 3rd to December 8th this year, it is a global awareness campaign to highlight the important connection between a highly skilled workforce and organizational results.1