Job Seeker Resources

We have all seen or witnessed fantastic examples of teamwork at some point in our life. Whether it’s a sports team, people coming together during a crisis, or even in the office, it’s a beautiful thing to behold! Not that we're overlooking solo efforts – they're the unsung heroes too – but there's just something magical when a diverse bunch of talents come together. As a manager, creating that perfect team really should be your number one aim. Teamwork brings in different perspectives, shakes things up, and sparks creativity in ways solo acts can only dream of. It's the inspiration that makes the workplace groove. If you’re in a managerial role, one of your main aims is to crank up the volume on this collective awesomeness. Encouraging productivity is a must while recognizing each player's strengths and making sure everyone's hitting their respective goals is also key. In today’s article, we’re going to jump straight into 11 tips on how you can boost that productivity in your workplace! 1. Consider ‘standing meetings’ No, we don’t mean a meeting where everyone stands up (but you can if you want to!) these meetings are ones that take place regularly. They aren't just for corporate show either; they've got a purpose. Maybe you're hashing out project updates, getting the team coordinated, or just shooting the breeze with some status reports. Unlike those quick stand-up meetings that happen every day, these standing meetings can be more chill, like once a week or maybe even once a month. The whole idea behind these standing meetings is to create a steady space for your team to chat, collaborate, and make decisions. It's like your reliable weekly hangout spot, but with fewer casual conversations about weekend plans and more focus on getting things done. Why is this great for team productivity? These regular get-togethers keep everyone on the same page, making sure no one's left in the dark about projects and team goals . While chit-chat is encouraged, it's more about having a routine that boosts teamwork. With these predictable meet-ups, you can plan your tasks better, dodge those unexpected curveballs, and get things done without breaking a sweat. Overall, standing meetings should be your go to for a smooth, organized, and super-productive team vibe. 2. Try to create a healthy working environment Imagine a workplace where the coffee is strong, the collaboration is even stronger, and everyone is enjoying working as a team . That's the magic of a healthy work environment. It goes a little further than modern office designs or free snacks, you should be striving for a vibe where people want to high-five each other in the hallway. Now, creating this cool work atmosphere isn't just a touchy-feely thing—it's a game-changer for productivity. When your team feels the love and support, they may feel like they’re gearing up for a top-secret mission. Engaged, motivated team members bring their A-game, sparking creativity and turning problem-solving into a team sport. A healthy work environment is your main factor when you want a results-driven team. Tips for a healthy working environment So, how are you meant to achieve this healthy working environment? Don’t fret! We’re here to give you an insight into the best ways to achieve this; Open Communication Channels Think of it as creating a chatty ecosystem. Encourage team members to speak their minds, whether it's in a Zoom meeting or a good old water cooler chat . Open lines of communication? Check! Promote Work-Life Balance Break time isn't just for Kit-Kats. Encourage breaks, set reasonable working hours, and banish the idea that burning the midnight oil is a badge of honor. A well-rested team is a happy, productive team. Team-building Activities Spice things up beyond the usual grind with team-building activities. Virtual game night, anyone? Team-building activities are all about bonding and having a blast together. Invest in Professional Development Fuel your team's growth by tossing in some opportunities for skill-building. Personal and professional growth that leaves everyone feeling like rockstars. 3. Organize a team retreat Ever felt like your office could use a breather? Team retreats are a chance to escape the daily grind and dive into a space custom-made for rejuvenation and team bonding. This is a purposeful gathering that turns colleagues into comrades, fostering collaboration, creativity, and connections that last. Team retreats are the perfect opportunity to inject a much-needed shot of inspiration and creativity into the team dynamic. By breaking away from routine, team members connect on a personal level, sharing stories, laughter, and maybe even a few challenges. Examples of the best types of team retreats Did you know there are many types of team retreats? Take a look at a few of them below! Hackathon retreat Transform your team retreat into a hackathon extravaganza. Set up an inspiring location, equip your team with creative challenges, and let the innovative sparks fly. It's not just about coding; it's about collaborative problem-solving and ideation that can reignite the team's passion for their projects. Team workation (work and vacation combined) Combine work and leisure in a picturesque setting. Whether it's a beachfront brainstorming session or a mountain retreat with laptops and hiking boots, a team workation retreat allows the team to unwind while still achieving goals. The informal setting encourages open communication and the blending of professional and personal connections. Adventure and leadership retreat Challenge your team with an adventure-packed retreat that includes team-building activities like ropes courses or wilderness survival challenges. Such experiences not only build trust and resilience but also reveal leadership qualities within the team, fostering a sense of responsibility and accountability. Like these ideas but don’t know how to make it happen? Enter: Surf Office! Elevate productivity amidst 130+ stunning retreat locations across APAC, Europe, and North America. From serene beaches to majestic mountains, vibrant cities to tranquil nature spots, we've got your team's vibe covered. Can't deal with the mass amount of logistics? No problem, we take care of the following; 🚗 Stress-Free Transfers 🏨 Quality-Assured Accommodations 🎯 Engaging Team-Building Activities 🍽️ Restaurant Reservations 🗺️ Expert Retreat Planning Assistance 🔧 Onsite Support, Tailored to You. Book now for a transformative team retreat, where collaboration meets inspiration! Your journey to heightened productivity starts with Surf Office, contact us today to get the ball rolling ! 4. Be regular with your ‘regular feedback’ Alright, so regular feedback isn't just a once-in-a-blue-moon pep talk; it's a consistent dialogue between managers and team members. When we say 'regular,' we mean more than the occasional "good job" or "try harder." It's about setting up a feedback loop that happens often enough to keep everyone on the same wavelength. Think weekly or bi-weekly check-ins—enough to be helpful, not so often it feels like overkill. Now, why bother with this whole regular feedback shebang? Simple. Regular feedback keeps everyone headed in the right direction. When you know what's working and what needs a tweak, you're not just avoiding detours; you're paving the way for a super-smooth, ultra-efficient productivity highway, perfect for increasing the overall team productivity. Tips for keeping the feedback flowing Perhaps you, as a manager, are not exactly excelling in the feedback department. It’s ok, we get it! Here are some tips you can follow to ensure you’re nailing regular feedback! Scheduled Check-ins Make it a ritual. Set up regular one-on-ones, whether it's weekly or bi-weekly. Having these scheduled check-ins makes feedback feel like a natural part of the work routine, not a surprise pop quiz. Mix the Feedback Brew It's not all about the "you're doing great" or "here's what needs improvement." Sprinkle in some positive reinforcement along with constructive criticism. Mix the feedback brew, so it's a balanced, motivating concoction. Create an Open Door Policy Let your team know that feedback isn't confined to structured meetings. Keep the door (or the virtual chat window) open for impromptu check-ins. This flexibility ensures that feedback isn't limited to a strict schedule—it can flow when needed. 5. Make sure everyone knows their roles and responsibilities So, what exactly are clear roles and responsibilities? Think of it as the team's roadmap—every member knows their lane, and the collective effort moves forward smoothly. Clear roles mean each team player understands their part in the grand scheme of things, minimizing confusion and boosting efficiency. Imagine a basketball team without assigned positions—chaos on the court, right? Similarly, in the workplace, clear roles and responsibilities act as the playbook for success. It's not about confining people to boxes but ensuring everyone knows where they fit, fostering accountability, and creating a seamless workflow. When everyone knows their role, tasks are completed with purpose and precision, leading to an unmistakable surge in team productivity. Tips for ensure clear roles and responsibilities So, how can you ensure everyone’s on the same page and understand their roles? Transparent Communication Be the transparent captain of the ship. Clearly communicate individual roles and expectations. Use team meetings, project kick-offs, or even a dedicated document to lay out the game plan. When everyone is on the same page, collaboration becomes a well-orchestrated symphony. Regular Check-Ins and Adjustments Just as a sports coach adjusts strategies during a game, managers should regularly check in on team dynamics . Are tasks aligning with individual strengths? Are there any hurdles? Be flexible—adjust roles as necessary. A dynamic approach ensures that everyone is working at their peak potential. Encourage Role Ownership It's not a one-size-fits-all deal. Encourage team members to take ownership of their roles. When people feel a sense of ownership, they're more likely to excel in their responsibilities, fostering a proactive and productive atmosphere. 6. Don’t sleep on employee recognition programs! Employee recognition programs are the perfect chance to sprinkle some appreciation in the workplace. Examples? Picture ‘Employee of the Month’ awards, shout-outs in team meetings , or even a simple ‘Kudos’ board where wins are celebrated publicly. It doesn’t need to be extravagant, although, if you want it to be, go right ahead! Ever notice how a heartfelt compliment can turn a gloomy day around? Well, the same magic works wonders in the workplace. When employees feel recognized and valued, they're motivated to put in that extra effort. Recognition isn't just a feel-good strategy; it's a turbocharger for productivity. It fosters a positive work environment, boosts morale, and creates a ripple effect of increased engagement and commitment. Tips to ace employee recognition Not sure how to encourage the best kind of employee recognition? No problem! Personalized praise Generic compliments are great, but everyone enjoys praise on a personal level. When recognizing your team, get personal. Acknowledge specific achievements, highlight individual strengths, and let them know exactly why their contribution matters. Personalization adds sincerity, making the recognition more meaningful. Frequent and timely recognition Don't save the applause for the annual company gala. Recognize achievements as they happen, and do it often. Whether it's a quick shout-out in a team meeting or a Friday afternoon email roundup of wins, timely recognition keeps the motivation flowing. Include peer-to-peer recognition While managerial praise is essential, don't underestimate the power of peer-to-peer recognition. Encourage team members to acknowledge and appreciate each other's efforts. This creates a positive team culture where everyone plays a part in recognizing and celebrating success. 7. Don’t underestimate the potential behind wellness programs Wellness programs are like the cool breeze of positivity sweeping through both individuals and teams. These initiatives throw a wellness party, inviting physical, mental, and emotional aspects to join the fun. The goal? To transform the workplace into a thriving hub where professional success and team members' overall health go hand in hand. When your squad is in tip-top shape physically, mentally unshakeable, and emotionally balanced, they bring nothing but their A-game to the office. Picture reduced stress levels, magnified focus, and job satisfaction off the charts—all adding up to a team productivity fiesta. Different ways to implement wellness programs Individual wellness programs Consider offering subscriptions to fitness apps, providing mindfulness resources, or organizing workshops on stress management. Empower individuals to take charge of their well-being, fostering a culture of self-care within the team. Departmental wellness programs Encourage team bonding through activities like departmental fitness challenges or team-building retreats. Implement flexible work hours or remote work options to support a healthy work-life balance within the department. Company-wide wellness programs Launch comprehensive wellness initiatives such as on-site fitness classes, mental health awareness campaigns (especially during May - Mental Health Awareness month ), and wellness fairs. Offer financial wellness workshops or employee assistance programs to address diverse aspects of well-being across the entire company. 8. Keep up to date with the latest technology integration Embracing tech into your business is something you must consider for boosting the team productivity! Now, we're not talking tech for the sake of being cool. Embracing technology gives your team a backup, almost like a virtual Robin to the Batman. It sorts your tasks, enhances team talk, and throws in real-time insights. This is a one-way ticket to a world where work gets done quicker, and everyone's a productivity wizard. Examples of must-have tech in the workplace Sometimes, there's so much tech, it becomes difficult to choose the best one for you and your team! Here are some solid suggestions for the workplace. Project management software Think of it like a virtual control center for your projects. Asana or Trello—pick your flavor. Jumping on board with the likes of these feels as though you have a super-organized assistant, keeping everyone on the same page without drowning in email chains. Collaboration platforms Slack or Microsoft Teams—it's like having a virtual water cooler. Instant chats, file sharing, and virtual meetups make sure your team feels connected, even if they're miles apart. Automation tools Let's talk about working smarter, not harder. Tools like Zapier or Microsoft Power Automate automate the boring stuff. Imagine fewer repetitive tasks and more brainpower for the fun, creative bits of your job. 9. Flexible work schedules With remote and hybrid working schedules being very much a part of the traditional working way these days, it’s no wonder companies are seeing the potential in flexible work schedules! Companies are seeing a chance to give team members the autonomy to craft a workday that suits their natural rhythms and responsibilities. Flexibility is the key to unlocking team productivity. When the team can align their work hours with their most productive times, they bring their A-game. Different types of flexible schedules Compressed workweeks Imagine working four longer days instead of five. Compressed workweeks give employees an extra day off while maintaining the same total work hours, offering a refreshing break without compromising productivity. Flextime With flextime, employees can adjust their start and end times within a certain window. This accommodates different lifestyles and personal preferences, promoting a healthier work-life balance. Remote work options Embrace the power of location independence. Allowing team members to work remotely, even part-time, fosters a sense of trust and provides the flexibility to create an environment conducive to individual productivity. 10. The power of task automation! Task automation is like having a team of digital assistants handling repetitive and time-consuming tasks. It's the boost your team needs to tackle the nitty-gritty without breaking a sweat. Can you imagine a workplace with less manual work, fewer errors, and more time for strategic thinking? A very productive one, indeed! Task automation is the efficiency booster that elevates team productivity by letting technology take care of the mundane, leaving humans to focus on creativity and high-impact tasks. Examples of task automation you can start using today Email marketing automation Set up automated email campaigns for customer engagement, saving time and ensuring consistent communication. Data entry automation Utilize tools to automate data entry tasks, reducing the risk of errors and freeing up valuable time for more complex analyses. Appointment scheduling software Automate appointment bookings, reminders, and follow-ups, streamlining the scheduling process and reducing administrative overhead. 11. Never forget resource allocation! Resource allocation is like playing a strategic game with your team's strengths and tasks. It's the art of wisely distributing time, skills, and tools to ensure optimal productivity. The ultimate dream, as a boss, is to have just the right people with the right skills, working on the right tasks at the right time. Resource allocation is the key that prevents bottlenecks, minimizes downtime, and ensures your team operates like a well-oiled machine. Tips for the best resource allocation Project management tools Use tools like Trello or Asana to allocate tasks efficiently, ensuring each team member knows their role. Skill-based task assignment Leverage individual strengths by assigning tasks based on team members' skills, maximizing output and job satisfaction.  Time-blocking Implement time-blocking techniques to allocate specific periods for focused work, meetings, and collaborative sessions, optimizing daily productivity. Source: https://www.surfoffice.com/blog/amplify-team-productivity

In 2023, organizations continued to face significant challenges, from inflation to geopolitical turmoil to controversy over DEI and return-to-work policies — and 2024 promises more disruption. Gartner researchers have identified nine key trends, from new and creative employee benefits to the collapse of traditional career paths, that will impact work this year. Employers who successfully navigate these will retain top talent and secure a competitive advantage for themselves. In 2023, business leaders and organizations continued to contend with major shifts affecting the workplace, including the pressure of inflation on both employer and employee budgets, the emergence of generative AI (GenAI) , geopolitical turmoil, a series of high-profile labor strikes , increased tension over return-to-office (RTO) mandates , a shifting legal and societal landscape for DEI initiatives, the increased impact of climate change , and more. As we look toward 2024 , we can expect disruption to continue. Gartner research has identified nine trends that will shape work in the next year. Leaders who proactively develop explicit business and talent strategies to navigate these trends will give their organizations a competitive advantage in both talent outcomes and achieving the organizations’ strategic goals. 1. Organizations will offer creative benefits to address the costs of work. Employees who have shifted to working remotely or in a hybrid environment have experienced what it is to work without bearing the costs — financial, time, and energy — associated with going into an office daily. According to our research, 60% of employees say the cost of going to the office outweighs the benefits, 67% feel that going to the office requires more effort than it did pre-pandemic, and 73% say it feels more expensive. Unsurprisingly, 48% of employees say RTO mandates prioritize what leaders want over what employees need to do good work. What was once largely assumed — that employees bear certain costs of work when they agree to take a job — can no longer be taken for granted, particularly given that there isn’t a definitive relationship between location of work and performance. Gartner research has found that in-office requirements do not have a statistically significant impact on employee performance, positively or negatively. Organizations looking to attract and retain talent will not just try to find the perfect hybrid strategy , but will look to tackle the cost of work head on. They can do this by sharing the tangible and intangible costs of returning to the office and finding ways to reduce the total costs. Leading companies are exploring more impactful and creative benefits, including: Housing subsidies: Organizations that want employees to come into the office may seek to help them afford nearby housing. Another option is company-owned apartments near the office that could make the cost of short-term trips to headquarters more manageable. Caregiver benefits: The pandemic left many families with an acute awareness of how critical reliable, flexible childcare, eldercare, and pet care is to a healthy workforce. Leading organizations are beginning to fill these gaps with targeted benefits, such as onsite or shared drop-in childcare for employees, pre-vetted pet care provider recommendations, and on-call access to skilled care providers to address gaps in eldercare support. Financial well-being programs: In 2023, our research found that only 24% of employees rated their financial well-being favorably, down from 27% two years prior. This low level of financial well-being makes the cost of work more acutely felt. More organizations will begin offering personal financial planning and education services to help employees make the most of their finances. Student loan repayment: More than 43 million Americans hold federal student loans , with a total balance of more than $1.7 trillion. The U.S. tax code now allows for organizations to make the same contributions to student loan debt repayment as they can for tuition assistance, giving employers the opportunity to mitigate one of the biggest financial stressors their workforce faces. 2. AI will create, not diminish, workforce opportunity. A 2023 Gartner survey found that 22% of employees expected AI to replace their job in the next five years. Despite this anxiety, in the short- to medium-term, GenAI won’t replace many jobs, but it will lead jobs to be redesigned to include new responsibilities, such as interacting with GenAI tools. Gartner predicts that GenAI will play a role in 70% of text- and data-heavy tasks by 2025, up from less than 10% in 2023. This year, executives should be prepared to iterate and adapt their plans and expectations for GenAI as tools evolve and employee proficiency improves. Business leaders should partner with HR to assess how GenAI investments should change team roles and workflows and to identify potential internal candidates for newly redesigned roles. HR must also evaluate GenAI’s impact on hiring strategies, identifying which technical requirements and assessments are now unnecessary for open and upcoming roles, and determining how to assess talent against any new skill needs. 3. Four-day workweeks will move from radical to routine. Previously considered a radical departure from the traditional schedule, a four-day workweek has been raised in union negotiations and become the preference of many workers. A 2023 Gartner survey revealed 63% of candidates rated “four-day workweek for the same pay” as the top new and innovative benefit that would attract them to a job. Recent pilots of a four-day workweek have suggested benefits for productivity and employee well-being . As a talent shortage puts pressure on attracting and retaining employees, organizations in 2024 will use four-day workweeks to improve both talent outcomes, such as employee engagement , performance, and well-being, and business outcomes, including eliminating inefficiencies, attracting and retaining talent, and driving competitive advantage. Embracing a four-day workweek will require organizations to rethink the cadence of work . This means being more explicit about scheduling focus time or when and where collaboration, brainstorming, and feedback sessions take place. This intentional approach to time not only facilitates a four-day workweek, it also allows organizations to benefit from shared expectations for when different types of tasks might be done, reducing the burden on managers and employees to set these expectations. 4. Employee conflict resolution will be a must-have skill for managers. This year, conflicts between employees are poised to be at an all-time high due to various crises, including geopolitical issues, labor strikes, climate change, pushback to DEI efforts, and upcoming elections for half of the globe. Conflict between employees at all levels pulls down both individual and team performance; for many, work is not a safe space. A 2023 Gartner survey found that 57% of managers say they are fully responsible for managing and resolving team conflicts. Managers who can effectively navigate and manage interpersonal conflict among employees will have an outsize positive impact on their organizations — the question is how many really feel trained and prepared to do so? Organizations that have tried to keep contentious topics out of the workplace may start this process behind the curve, particularly as conflict resolution is not an intuitive skill. Organizations should upskill managers and managerial candidates in conflict resolution through dedicated trainings and shadowing or coaching opportunities for new managers . Leading employers are also finding ways to recognize and reward effective conflict resolution at all levels of the organization, including considering conflict-management skills during performance-review cycles and promotion decisions. 5. GenAI experiments will yield hard lessons and painful costs. Enthusiasm, hype, and a strong fear of missing out are driving executives to encourage the implementation of GenAI within their teams and organizations. Yet, the Gartner 2023 Hype Cycle for Emerging Technologies found that GenAI has already reached the peak of inflated expectations and will next enter the “trough of disillusionment” — a two-to-five-year period during which it won’t live up to overinflated expectations. This doesn’t mean that GenAI won’t provide significant benefits or solve business challenges; it means that companies will need to actively manage expectations, as well as the risks associated with implementation. GenAI tools are being deployed with promises of incredible productivity returns if organizations apply them to their internal data and documents. However, access and file classification policies have long been minimally observed, if not neglected, at most organizations. For example, when GenAI-enabled assistants are deployed against an organization’s internal files that lack proper access controls, an employee can ask: “Who filed harassment complaints in the last year?” or “What are the salaries and bonuses for everyone VP and above?” and get an answer. In addition to governance, the output of GenAI is not infallible, creating a strong need for quality control and good employee judgment. These risks don’t outweigh the potential benefits of GenAI, but they require organizations to actively train employees to develop judgment around information validity and how and when to use this new technology. 6. Skills requirements will overtake degree requirements as the “paper ceiling” crumbles. College degrees are the top requirement of yesterday’s job descriptions, not tomorrow’s. Organizations today are increasingly shredding the paper ceiling — the invisible barrier workers without degrees face — and embracing skills-based hiring, even for some corporate jobs long considered degree-dependent. Major companies, including Google, Delta Airlines, Accenture, and Zoho, have already removed many of their degree requirements from job postings to attract qualified talent without arbitrarily limiting themselves. State and local governments around the world are also embracing this approach. This allows organizations to hire from a much broader talent pool that includes both internally developed talent and workers Skilled Through Alternative Routes (STARs). These STARs — veterans, underrepresented talent, and other skilled workers without college degrees — represent a major portion of the global workforce, including more than 70 million workers in the U.S. alone . This shift enables employers to consider new avenues to find — or develop — the talent they need. In fact, leading organizations like Target, Amazon, and EY are increasingly touting their in-house universities and business schools — and expanding apprenticeship programs — as tailored credential programs that prepare talent with the specific skills they’ll need to advance. 7. Climate change protection becomes a new employee benefit. From severe storms to extreme heat to massive wildfires with far-reaching impacts on air quality , the past year brought new visibility to how climate change is impacting workforces worldwide. As these events shift from localized and episodic to widespread and persistent, organizations are making climate change disaster response plans a more explicit and transparent part of their employee value proposition . In 2024 and beyond, organizations will begin to highlight and promote direct climate change protections as a key part of their benefit offerings. These could include: Explicit commitments to physical safety: Organizations may develop proactive plans to offer shelter, energy, and provisions when natural disasters arrive and actively communicate their response capabilities to their workforce. Compensation to impacted employees: Organizations may offer designated PTO or monetary benefits to those who experience hardship due to a climate-related event. Subsidies for short-term housing, relocation assistance, disaster-related leave, or stipends for specialized safety equipment could become more explicit components of organizations’ benefits packages. Mental health support: Many organizations have already expanded emotional well-being offerings over the past few years, but some may begin to offer access to grief counselors to help their employees globally cope with the impacts of these events. These benefits will be particularly impactful for organizations with localized operations or a limited number of locations, where most, if not all, of their operations will stall in the event of disaster. 8. DEI won’t disappear; it will become more embedded in the way we work. After a flood of corporate attention in 2020, there has been a growing disillusionment with DEI — and even direct pushback in some quarters. For too many organizations, DEI still operates in a silo and suffers from a lack of accountability and ownership from business leaders, limited decision-making power to drive outcomes, and ineffective, uncoordinated cross-enterprise DEI efforts. When companies expect enterprise-wide results without enterprise-wide ownership and accountability, it results in unfair expectations for DEI programs and disappointment in DEI outcomes. But the critical need for diverse, equitable, and inclusive workforces remains, leaving organizations uncertain about what to do next. In 2024, companies will begin to pivot to embedding DEI throughout the organization . This approach will change how business leaders interact with DEI, positioning it not as “what” they do, but “how” they achieve high performance in their key objectives. Ultimately, this new model will see DEI shift to a shared way of working as organizations fully integrate DEI values into business objectives, daily operations, and culture . 9. Traditional stereotypes of career paths will collapse in face of workforce change. Traditional career paths, where employees rise up the ranks and retire at the peak of their career, are going away. Some employees don’t retire at all or do so after a career shift or break, including performing different or less-lucrative work. For example, Pew research found that 19% of Americans aged 65 and older worked in 2023, which is nearly twice as many as 35 years ago. More employees are stepping out of the workforce mid-career, shifting across industries or embracing contingent work and other nontraditional employment models at some point in their careers. A 2022 LinkedIn survey of 23,000 workers found that 62% had already taken a career break and 35% would potentially take one in the future. Workers are also contending with involuntary disruption to their careers due to economic cycles, caregiving responsibilities, displacement during conflict and natural disasters, and shifting responsibilities as technology and business models evolve. As atypical career paths become mainstream, the well-entrenched stereotypes that underpin most talent management strategies will prove a growing barrier to talent acquisition and retention . Organizations must adapt to these changes in three key ways: Make it easier for talent to stay at or return to the organization. Employers are breaking with the stereotype of career continuity by offering job sharing, gig work, or reduced hours to provide greater flexibility. Bringing retired employees back as gig workers or mentors or facilitating temporary departures from the workforce with mid-career leave programs and returnships enables employees to more effectively fit work into their lives. Organizations such as United Technologies, Goldman Sachs, and Johnson & Johnson provide returnships or rotational programs for caregivers reentering the workforce. Take advantage of expertise where it exists, regardless of tenure. Organizations are breaking the mold of a step-by-step progressive career trajectory by enabling younger employees to take on roles because of their expertise or aptitude in niche terrains. C-suite executives in their 20s aren’t just for startups — we’re seeing companies hire executives from a pool of early career workers whose limited experience includes successfully navigating emerging priorities for their industry, such as mitigating third-party cybersecurity vulnerabilities in financial services, piloting ambient digital scribes in health care, deploying smart checkout systems in retail, and optimizing production processes with digital twins in manufacturing. Prepare for the imminent retirement of many experienced workers. Organizations are redesigning work to facilitate internal rotation programs, removing age limits for apprenticeships so that anyone can train in a new subject, and creating shadowing opportunities so that more experienced workers have the opportunity — and the expectation — to help early and mid-career colleagues develop expertise. For example, Tetra Pak employs a rotation program where nearly half of each product team is reshuffled every 18 months. Staff are encouraged to select their top three preferences for rotations based on new areas or skills they wish to learn but may have little or no experience in. Cross-training employees in various domains has a long-term benefit, as employees with dexterity across multiple domains are more likely to be successful in the future as roles evolve with new technologies and business models. This will be particularly appealing for organizations facing the threat of losing decades of institutional knowledge and specialized expertise. These nine trends will shape the future of work across 2024 and beyond. Executives must evaluate which of these trends to prioritize and pilot based on criteria including: Which trends will disproportionately impact your organization? Which trends might give you a strong comparative advantage in the labor market if your organization acted on them? Which trends pose a threat to your strategic goals if you don’t act on them? While most organizations cannot act on all of these trends, those that don’t prioritize and take action on some will find themselves at a disadvantage — both in terms of talent retention and attraction, as well as their ability to meet strategic goals. Benjamin Ashley, Bing Chen, Ben Cook, Amrita Puniani, and CV Viverito also contributed to this research. Source: https://hbr.org/2024/01/9-trends-that-will-shape-work-in-2024-and-beyond

In today's time, organizations need to make the most perfect hiring decisions than ever before. They no more rely on only candidate qualifications and skills but need to assess the personality types of the candidates they are hiring. As an employer, you know the importance of having job-specific personalities to handle the organizational pressure and customer line. If you hire the wrong personality type you may sign up for your organization's downfall. But how do you know the candidate's personalities? Here is where personality tests for jobs come into play. Personality tests for jobs are a series of questions that help you assess the candidate's nature and behavior on the inside. In this blog, you will learn about different types of personality tests for jobs and their roles. What are Personality Tests For Jobs? Personality tests for jobs are a type of assessment that is conducted on the candidates to learn about their behaviors, traits, and attitudes in workplace settings. These tests are a requirement for jobs to assess any psychological issues with the candidates or their motivators that help them build positive relations in the workplace . Stemming from the field of psychology, personality tests for jobs have a large variety for different diagnoses and purposes. Types of Personality Tests For Jobs There are several personality assessment tests for jobs but the main tests are 5. Next, we learn about them. 1. Myers-Briggs type indicator It is one of the best personality tests for jobs and is widely used, also known as the MBTI test. It is a fairly long test with 90+ questions to judge the personality of the candidates. It has 4 categories that include, extraversion VS introversion, thinking VS feeling, judging VS perceiving, and intuition VS sensing. These categories help figure out which categories the candidates fall under. The test can tell if the candidates are emotionally strong, critical analysts, speakers, or observers. The test takers become a part of these groupings and are placed into one of the 16 personality types. 2. DISC test This test divides people into four traits . These traits are, Dominance Influence Steadiness Consciousness/Cautious These traits are the result of many sub-characteristics that help analyze candidates' behaviors in the workplace. DISC presents situational questions to the candidates. Their answers fall under the four personality traits that help the assessor judge the candidate's characteristics when they answer according to their personalities. For instance, if the candidate is dominant he is likely to boss over the subordinates and may state dominating methods to get the work done. The DISC test is most suitable to see the most suitable careers for the candidates but can also be used as a pre-hiring personality test to choose the job-fit candidates. 3. Big five personality test This test is based on 5 main traits that include extraversion, agreeableness, openness, conscientiousness, and neuroticism. These tests analyze the amount of these traits present in the personalities of the candidates. The test is also available online which is a free personality test for jobs. Here you can test yourself by analyzing your interpersonal traits. Extraversion tells about how open the candidate is to speak about his thoughts, talk with others, and express oneself. Conscientiousness tells about a candidate's impulsiveness or carefulness in their actions. Neuroticism tells about the way candidates perceive their situations which could be either pessimistically or optimistically. Agreeableness tells about the helpfulness or uncooperativeness of the candidate. Openness to experience tells about how open the candidate is towards change and non-routine activities. All these traits analysis can prove useful in judging the candidate's actions in the workplace and you can make the right hiring decisions. 4. Emotional intelligence test Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) measures the four branches of Mayer's personality model. You can carry out this test to analyze the emotional intelligence of the candidates. Emotional intelligence refers to the ability to perceive, understand, manage, and handle your emotions. Different jobs have different requirements for emotional intelligence. For example, a medical professional is expected to have a stronger emotional intelligence than a second-grade art teacher. The four branches of this test are, Perceiving emotions Thoughts that result from emotions Understanding emotions Managing emotions Self-report tests are the most common for assessing your emotions because they are easy to administer and score. 5. Who am i? The ‘who am I’ test is a self-assessment test that tells you more about your personality type. The results can also tell you about how others perceive you. The test is common to judge yourself before you enter the professional world. This can also be a good way to describe yourself when the interviewer asks questions like, "tell us something about yourself". You can analyze your personality type and can also change and improve to fit the job roles and eradicate any weak personality traits. 6. Thematic apperception test This test is not only limited to adults but children too. The TAT test uses thirty-one picture cards that describe social situations and relationships. The thematic apperception personality test closely monitors behaviors and interprets any disorders or psychological illnesses. In the thematic apperception tests, candidates are shown several pictures where they need to tell a story about their past experiences. The story-telling can reveal many conscious and unconscious perceptions of the candidates about the pictures and their past experiences. This is valuable information that hiring managers can assess to understand the candidate's personality type. If the candidate is hesitant to respond upon encountering any particular picture it means he or she has a negative experience and is not open enough to talk about it. Through this too you can judge a lot about the candidate's personality. 7. Minnesota multiphasic personality inventory (MMPI) The MMPI test is another type of personality test. But you run this test on candidates who you suspect of being mentally ill or having any other clinical issues. It is not a to be used for non-clinical personality testing but running the tests on high-risk professionals such as doctors or firefighters is an exception. These professions are under severely stressful situations so you can test them for any clinical issues. It is strictly to be carried out by a psychologist because only a psychologist can assess the clinical illnesses. Advantages of Personality Tests For Jobs Personality tests for jobs have many advantages when hiring. Some of these are, 1. Assess the real personalities Candidates can come up with their best impressions and tell about all their positive traits. Candidates will never tell about their negative behaviors. This can be analyzed through a personality test as that tells about the real personalities of the candidates and make hiring decisions easy. 2. Helps avoid unconscious bias When recruiting there are high chances of you being biased towards some candidates and against others. When you perceive something about a candidate based on your bias it can turn out to be wrong and if you hire the wrong candidate that will be very problematic. So, by running the personality tests for jobs bias goes out of the window. Irrespective of how good or bad you perceive a candidate, the test results tell you the truth and make decision-making easy for you. 3. Candidate engaging tests The term test seems very strict and professional. However, personality tests for jobs can be more fun than they sound. You can create game tests that candidates can take from anywhere that they like. The engaging test content can bring you accurate answers. When your candidates will deeply indulge in their tests, the answers are likely to be correct which can help in revealing the true personalities of the candidates. Disadvantages of Personality Tests For Jobs Personality tests for jobs are not limited to pros only but have many cons too. 1. Wrong tests run Every job role has a different set of requirements hence the workers need to possess a particular personality type. Not all tests are suitable to analyze all types of personalities. You should know which personality test to conduct to prevent time and resource wastage. Wrong tests can result in bad hiring too. 2. Discriminating personality tests for jobs The questions in the personality tests for jobs can sometimes prove to be discriminating against candidates who are suffering from mental illnesses. The questions could prompt anxiety or ill feelings in the candidates. To avoid this disadvantage ensure that your choice of questions is not triggering for any candidate and fulfills its purpose of personality analysis. Final Thoughts There are different types of personalities and many personality tests for jobs to analyze these personalities. As a recruiter, it is your responsibility to carry out the right tests to avoid bad hiring. Every job has its requirements of personality traits so the right test must be carried out that analyzes those traits most accurately. In this blog, we described 7 different types of personality tests for jobs including MBTI, Big five personality tests for jobs, and TAT tests . These tests are a great way for you to know about your candidates and any mental disabilities they might be suffering from. Ensure that a psychological expert prepares these tests for you so there are no gaps between what you need to assess and the results that you get. The personality tests for jobs answer your questions that you cannot directly ask the candidates. There are many advantages and disadvantages of these tests too that you need to consider when conducting personality tests for jobs on your candidates. Source: https://www.ismartrecruit.com/blog-personality-tests-for-jobs

With over 900 million users, LinkedIn is the world's largest professional network. It is a goldmine for companies looking to hire top talent, allowing you to connect with qualified candidates, showcase your company culture, and build a strong employer brand. People use LinkedIn to look for jobs each week due to its designated job search page and other features that make it easy for applicants to find their dream job, which not only makes this platform swamped with qualified candidates, which begs the question - how can recruiters be making the most of these opportunities to hire on LinkedIn? Hiring on LinkedIn requires a thoughtful and strategic approach. By leveraging the platform's features and building a strong employer brand, you can connect with qualified candidates and build a talented team to drive your business forward. In this article, we'll break down the key steps and strategies recruiters need to take to use LinkedIn for effective hiring. Hiring on LinkedIn: Benefits Recruiters Get LinkedIn is a powerful tool for recruiters to develop recruitment marketing efforts and seek to hire top talent, especially in this day and time. With 49 million job searches daily , 90 job applications submitted every second, and eight (8) hires made every minute, LinkedIn provides a vast pool of qualified candidates for recruiters to choose from. Here, we’ll explore the benefits that recruiters can gain from using LinkedIn to source, screen, and hire new employees. From access to a global talent pool to powerful search and networking features, LinkedIn offers a range of tools and resources that can help recruiters find, attract, and acquire the best candidates for their organisations. Access to a vast pool of candidates: An ad on LinkedIn can reach almost 20% of people above 18, and many of these users are professionals actively seeking new opportunities. By using LinkedIn to post job openings and search for potential candidates, recruiters can access a vast pool of talented individuals across the globe. Advanced search capabilities: LinkedIn powerful search feature allows recruiters to search for candidates based on specific criteria, such as location, industry, skills, and experience. This feature makes it easier for recruiters to search for the proper candidates for their job openings, saving them time and effort. Improved candidate quality: LinkedIn provides recruiters with the ability to view candidates' professional profile, which includes their work history, education, skills, and endorsements. This information allows recruiters to gain insight into the candidate's qualifications and suitability for a particular job opening. Reduced recruitment costs: Hiring on LinkedIn can be cost-effective compared to traditional recruitment methods such as job boards, newspaper ads, or recruiting agencies. Posting a job opening on LinkedIn is relatively inexpensive, and recruiters can reach out to potential candidates directly, reducing the need for costly recruitment agencies. Hire on LinkedIn: Strategies for Recruiters 1. Optimise your LinkedIn profile Before you start using LinkedIn to recruit, you need to make sure that your profile is up-to-date and optimised for search. Consider your company page to be a virtual showcase for potential employees and customers because candidates will make their initial impressions of your organisation here, as well as where your job advertisements will dwell. 2. Join relevant groups LinkedIn groups are a great way to meet other professionals in your field and find people who might fit your job well. Several groups have sections called "Jobs," where you can post ads for jobs. If you join groups related to your industry or the job you are trying to fill, you can meet many talented people. 3. Post/advertise job openings This is a great way to get your job in front of a large audience of potential candidates. LinkedIn allows recruiters to post job openings for free. Make sure to include a detailed job description and any relevant qualifications. 4. Use LinkedIn Recruiter LinkedIn Recruiter is a paid tool that provides recruiters with advanced search and messaging capabilities. It also allows you to track and manage applicants throughout the recruitment process. How to Hire Employees on LinkedIn Here is a step-by-step process for recruiting employees on LinkedIn, from creating a Company Page to posting job openings and reviewing applications. By following these steps, you can effectively leverage LinkedIn to attract top talent and fill your open positions. 1. Create a LinkedIn account If you don't already have a LinkedIn account, go to the LinkedIn homepage and click on "Join now" to create one. You will be prompted to provide some basic information, such as your name, email address, and location. 2. Create a Company Page Once you have created your LinkedIn account, create a company page for your business. This will serve as the platform for your job postings and will help establish your business's presence on LinkedIn. Go to your LinkedIn homepage and click on "Work" from the top navigation menu. From the dropdown menu, select "Create a Company Page" and follow the prompts to enter your company's information. 3. Post a Job Click on the "Jobs" tab on your Company Page, and then click on the "Post a Job" button. You will be prompted to enter information about the job, such as the job title, location, and job description. Be as detailed and specific as possible when writing the job description to attract qualified candidates. 4. Set the Job Criteria Define the job criteria, including the level of experience, education, skills, and other requirements you are looking for in a candidate. This will help filter the applications and ensure that you receive resumes from the most qualified candidates. 5. Choose your Posting Type You can choose between a paid posting or a free posting. A paid posting will be more visible and will show up higher in search results. If you're on a tight budget, consider free job posting sites , but keep in mind that it may not be as visible as a paid posting. 6. Review and Submit Your Posting Once you have entered all the necessary information, review your job posting and click on the "Submit" button to post it to LinkedIn. Review the posting for any errors or typos, as these can negatively impact your company's reputation. 7. Promote Your Job Share your job posting on your LinkedIn feed and other social media platforms to increase its visibility. You can also share the job posting with your professional network or industry groups. 8. Review Applications As candidates apply, you will receive notifications and can manage the applications on your LinkedIn dashboard. You can also view the candidates' profiles and message them directly through LinkedIn. It's important to be responsive and communicate with candidates throughout the hiring process to give and maintain a positive candidate experience which eventually increases the strong employer brand. 9. Interview and Select Candidates Once you have received applications, review the candidate's qualifications and conduct candidates interviews with those who meet your criteria. Be sure to ask open-ended questions and use behavioural interviewing techniques to assess the candidate's skills and experience. Consider involving other team members in the interview process to get a well-rounded view of the candidate. 10. Make an Offer Once you have identified the right candidate, extend a job offer through LinkedIn's messaging feature or email. Be clear about the terms of the offer, including salary, benefits, and start date. Once the candidate accepts the offer, provide them with a formal employment contract to finalise the hiring process. What not to do when recruiting on LinkedIn LinkedIn can help you find and hire the right candidates for your open positions quickly and efficiently. However, it's essential to approach the recruitment process carefully and professionally to ensure that you attract top talent and avoid any missteps. In this section, we discuss how to hire great employees on LinkedIn by showing you some things to avoid when using the platform. By following these tips, you can ensure that you present your company in the best possible light and attract the right candidates for your open positions. 1. Spamming candidates with unsolicited messages Do LinkedIn users still respond to InMail messages? Well, yes, but it is important to know LinkedIn InMail policy . It is crucial to take note of this before recruiting on LinkedIn. When recruiting on LinkedIn, sending a lot of generic messages to LinkedIn users who may or may not be interested in your job opening can be seen as sending unsolicited mail. Instead, carefully choose candidates who have the skills and experience you want and send them personalised messages explaining why you think they would be a good fit for the job. 2. Failing to research candidates Spamming is bad, but not doing good research on your candidate is worse. Before reaching out to a potential candidate, take the time to review their LinkedIn profile and learn more about their skills, experience, and interests; this will help you craft a personalised message that speaks directly to your qualifications and interests. 3. Don't ignore the importance of your company's profile Your company page is the first thing candidates see, so make sure it looks good and shows off your company culture . If it doesn't look good, it might be hard to find the right candidates. Final Thoughts on Hiring on LinkedIn In conclusion, if you've ever had to ask, "how effective is LinkedIn for recruiting?" the answer is that it is one of the best platforms for finding top talent for your organisation. You'll want to approach the process with professionalism, personalised messaging, and a strong commitment to diversity and inclusion to make the most of it. Doing so can attract the best candidates who will help drive your business forward. Remember that to hire employees on LinkedIn; it's important to take the time to research and connect with potential candidates. Be sure to communicate honestly and transparently about the job opportunity and focus on building relationships with candidates to ensure a successful hiring process.  By implementing these strategies and making the most of LinkedIn's powerful features for recruiting, you can build a strong and successful team that can take your business to the next level. Source: https://www.ismartrecruit.com/blog-how-to-hire-on-linkedin-strategies-for-recruiters

If you're wondering whether it's OK to have a two-page resume, the answer is almost always a resounding YES! While a one-page resume used to be the norm, two pagers are now considered best practice in most situations. But of course, one size doesn't fit all and you may need some guidance on how to achieve a two-page resume, so in this article we'll be looking at: When to use a two-page resume When NOT to use a two-page resume The benefits of a two-page resume How to fit a resume onto two pages Whether a 1.5 page or 2.5 page resume is OK Whether a two-page resume can be printed double-sided How far back a resume should go Whether a two-page resume is a deal breaker Without further ado, let's investigate the ideal resume length so that you can decide whether a one- or two-page resume is best for your personal situation. When to use a two-page resume As we've already said, a two-page resume is ideal in most situations. They're particularly popular with professionals who are settled into their careers and looking to continue along the same path. In this situation, the reverse-chronological resume format is common and will generally fit within two pages. When NOT to use a two-page resume Of course, not everyone is settled into their career and looking to pursue the same trajectory. Freshers, graduates and school leavers often don't have enough work experience to justify a two-page resume and can be better off sticking to one page. Similarly, career changers may not have enough experience relevant to their new aspirations and can consider trimming their resume to one page to eliminate irrelevant details. At the other end of the spectrum, C-suite executives, freelancers , and contractors may find that they have too many projects, gigs, or interim roles to fit snugly onto two pages and may choose to expand on to three. In that case, though, it's important to make sure that the content is as tight as it can be – don't use this extra page as an excuse to get extra wordy! Academic , federal and medical resumes fall into a category of their own and have no recommended length limits, due to the publications, peer-reviewed articles, conferences, training and rotations that can be involved. The benefits of a two-page resume There is a plethora of benefits to keeping your resume to two pages. Firstly, it's what recruiters expect, so why throw them a curveball? Presenting a resume aligned with current best practices and expectations shows that you're up to date and understand the constraints on your reader's time. And speaking of time, did you know that, on average, a recruiter only spends 6-7 seconds on their first scan of a resume? That's not an awful lot of time to make a spectacular first impression but, with a well laid out resume with on-point content, you can achieve that in two pages. Even if the recruiter isn't reading every word, you can still make the important information jump out within this timeframe. That's less likely if you've presented a dense 10-page life story. Aiming for a two-page resume is also a good way of reining in your more verbose side, if you're prone to waffling. Setting a limit on the length of your resume will really help you to focus on including only the most important and impactful information. Tips and tricks to fit a resume on to two pages So you've decided to aim for a two-page resume, but that's easier said than done! Especially if you have a long career behind you, it can seem like a Herculean task to summarize your working life on two pages. Luckily, the experts at TopResume have some handy tricks up their sleeve that they're willing to share with you. Focus on one role at a time You can start with a master resume, containing all the information you can think of regarding your skills, experience, and education. That master resume can be as long as you like – but you'll never send it out. Instead, select only the most relevant parts to include on any one application . Not only will that significantly reduce the length, it will also ensure that your reader doesn't have to wade through irrelevant detail to find the bits they're interested in. Bullet point achievements over responsibilities Rather than exhaustively listing your responsibilities, combine them with achievements to show how you've excelled in the role. No one wants to read a long, dry list of what you did every day, so pick out the most important bits to show how you made a difference. The rest can be discussed in an interview, if required. Present this information in concise bullet points of 1-2 lines, rather than a paragraph. Paragraphs tend to be more wordy, take up more space, and aren't as easy to pick key points from. Adjust the margins and font Now this tip needs to be thoughtfully considered. If you have a line or two dangling onto a third page, you can change the font style, font size and margins to create more space and reduce the document to just two pages. The caveat here is that you should never do this at the expense of readability. Keep your font to a minimum of 10-point, in a sans serif style, with margins of at least 0.5 inches all round. Solid walls of tiny, illegible text are more off-putting than that third page, so use a critical eye with this tip. Summarize or remove outdated or irrelevant detail A recruiter doesn't want your entire history, they want to know whether you fit their open vacancy. To that end, allocate more space to recent and relevant roles, qualifications, skills and training, and either summarize or delete anything else. For example, if you still have your degree modules listed on your resume after five years in the workplace, it's an easy win to delete them and free up a few lines of space for something more compelling. Cut out hobbies and interests Unless your hobbies and interests are relevant to your target role, there's no need to include them on your resume. If your pastimes are aligned with your career aspirations, by all means include them – but keep them to one line. Remove references Have you included reference contact details, or “references available on request?” That can be deleted immediately. Everyone knows that reference checking is part of the recruitment process, but giving this information on your resume won't change a thing – and it won't contribute anything to selling your candidacy. Share information elsewhere You may have limited your resume to two pages, but that doesn't mean you can't provide additional information elsewhere. Writing a cover letter gives you the chance to expand on your key selling points and convey a bit of personality, as does adding a link to your LinkedIn profile in your contact details. Are half pages OK? While it's not the end of the world to have a 1.5 or 2.5 page resume, it doesn't scream polish and attention to detail. Consider whether you could make a few adjustments to get the resume onto fewer pages or, if not, use that extra half page to add more information to sell your candidacy. If you really feel the resume is complete and you're only half-way down the last page, use the opportunity to improve the layout. Remember that white space around the text is just as important as the text itself, so consider re-spacing or re-formatting the document. After all, you want your first impression to be that of a consummate professional, not someone who's just thrown some words together in a rush. Should a two-page resume be printed double-sided? Most resumes these days will be viewed on a screen initially, but there may be times when you want to print your resume – for example, if you're attending an interview or jobs fair. In these eco-friendly times, it's tempting to print your resume double-sided, to save paper, but we'd advise against it. Firstly, it's useful if an interviewer can place both pages side by side to scan and make notes as you chat (for the same reason, we recommend paper clips over staples). Secondly, it doesn't look as good when both sides are printed. Thirdly – and most importantly – it's not common to print resumes double sided, so the recruiter might not even look at the back, meaning they miss out on half your sales pitch. How far back should a resume go? In our tips and tricks above, we said that you can reduce the amount of information you include by summarizing or removing outdated information. One of the best ways to do that is to consider how far back your resume goes. As a rule, we'd recommend no more than 10-15 years. You'll be able to go into detail on your recent jobs, achievements and qualifications, whilst taking the focus from roles prior to this. If you like, you can even eliminate your earliest roles – this technique is particularly useful if you think that age discrimination might be an influencing factor. If you choose to keep the jobs on the resume in a summarized form, you can either create an Early Career Summary, specifying job title, employer name and dates of employment only, with no detail on responsibilities or achievements, or you can add a Career Note. This is simply a one- to two-line explanation of your career prior to your chosen cut-off point. Similarly with your education, you only need to include your highest-level qualification. If you attended university, you can ditch the high school section. If you have a long list of training courses and certifications, you can either remove the earliest ones or select only those that will have the biggest impact on your reader. The key here is to be selective about the information you're presenting. A word of caution You may find two-page resume templates in Word or Canva that look appealing. Apart from the fact that these templates often have very tricky spacing constraints, as they aren't designed around your specific career, they also aren't designed to be read by an Applicant Tracking System. It's important that your resume can be parsed into, and accurately interpreted, by an ATS, so that it has the best possible chance of ranking highly in keyword searches. Often Word and Canva templates use tables, text boxes and graphics, all of which can introduce errors to your beautifully-crafted resume. Even columns can confuse some of the older systems. We recommend using a single-column format, free of text boxes, tables, graphics, icons and photos for a truly professional and polished resume. Is a two-page resume a deal breaker? In short, no, having a resume of exactly two pages is unlikely to be the deciding factor in the success of your application. It will, however, affect the reader's initial perception of you as a professional and we all know that you don't get a second chance to make a first impression. Offering up a two-page resume says a lot about your attention to detail, your ability to write concisely, your knowledge of current professional standards, your self-awareness, and your ability to choose the most pertinent information to present. It's definitely worth putting the extra effort into creating a two-page resume that positively reflects you and your professionalism. The takeaways In this article, we've discussed why a two-page resume is the norm and how you can achieve that yourself. To summarize: One-page resumes are great for applicants with minimal professional experience and career changers Two-page resumes are ideal for most professionals in most situations Three-page resumes are to be avoided except in a very few cases You can tweak the content and the format of the resume to achieve your desired length Half-pages should be avoided if possible Focus on the last 10 years  And don't forget the golden rule – all the information on your resume should be relevant to the job you're applying for. Source: https://www.topresume.com/career-advice/two-page-resume-ok

Looking to ace your next interview? Whether you're facing a case interview, technical interview, or lunch interview, this guide has got you covered! When it comes to job hunting, interviews are an essential part of the process. They allow employers to get to know potential candidates better and assess their skills and qualifications. However, not all interviews are the same, and each type requires a different approach. In this article, we'll explore the different types of interviews and provide tips on how to do well in each one. 1. Phone Interviews Phone interviews are often the first step in the interview process. They are typically brief, lasting anywhere from 10 to 30 minutes, and are used to screen candidates before inviting them for an in-person interview. During a phone interview, it's essential to speak clearly and concisely, as the interviewer won't be able to see your body language or facial expressions. To do well in a phone interview, prepare for it as you would any other interview. Research the company, practice answering common interview questions, and have a copy of your resume and cover letter on hand. 2. Video Interviews Video interviews have become increasingly popular in recent years, especially with the rise of remote work. They are similar to phone interviews, but instead of talking on the phone, you'll be using video conferencing software such as Zoom or Skype. To do well in a video interview, ensure that your internet connection is stable, and your camera and microphone are working correctly. Dress appropriately and choose a quiet, well-lit location for the interview. Remember to make eye contact and smile to establish a connection with the interviewer. 3. Panel Interviews Panel interviews involve multiple interviewers, usually from different departments or levels of management. The purpose of a panel interview is to assess how well a candidate can handle different personalities and perspectives. To do well in a panel interview, research each interviewer's role and prepare questions that demonstrate your knowledge of the company. Be sure to make eye contact with each interviewer and engage with them individually. It's also important to remain calm and confident, even when faced with challenging questions. 4. Behavioral Interviews Behavioral interviews focus on how a candidate has handled specific situations in the past. The interviewer will ask questions that require the candidate to provide examples of how they've demonstrated certain skills or qualities. To do well in a behavioral interview, prepare examples of situations where you've used problem-solving skills, leadership abilities, or teamwork. Use the STAR method (Situation, Task, Action, Result) to structure your answers and be specific in your responses. 5. Group Interviews Group interviews involve several candidates being interviewed at the same time. The purpose of a group interview is to assess how well candidates can work in a team environment. To do well in a group interview, listen carefully to other candidates' responses and contribute to the discussion when appropriate. Be respectful and professional, even if you disagree with someone's opinion. Remember to showcase your communication and collaboration skills. 6. Case Interviews Case interviews are commonly used in consulting, finance, and other industries where problem-solving skills are crucial. In a case interview, the interviewer will present a hypothetical scenario or problem, and the candidate must analyze the situation and come up with a solution. To do well in a case interview, practice breaking down complex problems into smaller components, and develop a structured approach to problem-solving. 7. Technical Interviews Technical interviews are used to assess a candidate's knowledge and skills in a specific technical field, such as software development or engineering. The interviewer will ask technical questions and may also ask the candidate to complete coding or design exercises. To do well in a technical interview, brush up on your technical knowledge and practice problem-solving in your field. 8. Second Interviews Second interviews are typically longer and more in-depth than initial interviews. They are used to further evaluate a candidate's fit with the company culture and to ask more specific questions about their qualifications and experience. To do well in a second interview, review your notes from the initial interview and prepare additional questions to ask the interviewer. Be prepared to discuss your salary expectations and why you are the best candidate for the position. 9. Lunch Interviews Lunch interviews are a more informal way for employers to get to know potential candidates. The interview may take place over a meal, either in a restaurant or in the company cafeteria. To do well in a lunch interview, remember to be professional and courteous to the interviewer and any other company employees you may meet. Avoid ordering messy or difficult-to-eat foods, and be prepared to engage in small talk and casual conversation. 10. Stress Interviews Stress interviews are designed to put candidates under pressure to see how they handle stress and adversity. The interviewer may use aggressive questioning or challenge the candidate's responses. To do well in a stress interview, remain calm and composed, even if the interviewer is confrontational. Remember that the interviewer is not necessarily trying to intimidate you but rather to see how you respond to difficult situations. 11. Group Panel Interviews Group panel interviews are similar to panel interviews, but with multiple candidates being interviewed at the same time. The candidates may be asked to participate in group activities or discussions to evaluate their teamwork and communication skills. To do well in a group panel interview, be an active participant and listen carefully to the other candidates' responses. Show your ability to collaborate and communicate effectively with others. 12. Remote Interviews Remote interviews are conducted entirely online, typically using video conferencing software such as Zoom or Skype. They have become more common in recent years due to the rise of remote work. To do well in a remote interview, make sure you have a stable internet connection and a quiet, distraction-free environment. Dress professionally and ensure your camera and microphone are working correctly. 13. Out-of-office Interviews Out-of-office interviews take place outside of the traditional office setting, such as at a coffee shop or park. They are often used for informal interviews or when the interviewer is traveling. To do well in an out-of-office interview, dress appropriately for the setting and bring copies of your resume and any other relevant documents. Be prepared to answer questions in a more relaxed environment. 14. Speed Interviews Speed interviews, also known as "speed dating for jobs," are brief, timed interviews with multiple interviewers. The candidate will typically have 5-10 minutes to answer questions from each interviewer before moving on to the next one. To do well in a speed interview, practice answering common interview questions concisely and be prepared to make a strong impression quickly. 15. Exit Interviews Exit interviews take place when an employee is leaving a company and are used to gather feedback on their experience working there. They may be conducted by a human resources representative or an outside consultant. To do well in an exit interview, be honest and constructive in your feedback. Remember that the purpose of the interview is to help the company improve its processes and address any issues that may have contributed to your decision to leave.  In conclusion, different types of interviews require different approaches. To do well in any interview, research the company, practice answering common interview questions, and be prepared to showcase your skills and qualifications. Remember to remain calm, confident, and professional throughout the interview process, and always follow up with a thank-you note to the interviewer. Good luck! Source: https://joinhandshake.com/blog/students/types-of-interviews/

Conventional wisdom says that a job referral equals a fast-track to getting a job. And in many cases, it's absolutely true. In fact, you're five times more likely to get hired through a referral. As a referred candidate, you're often considered a better fit and will typically stay in your role longer than other hires. But having a job referral does not mean that landing the position is a sure thing. You have to know how to capitalize on that connection to get your foot in the door and impress the hiring manager. So, how do you ask someone you know at your target company to help? What's your next step once they've put in the good word to HR? Should you mention them in your cover letter or at the interview? With these questions in mind, we delve into how to find and ask for employee referrals. Plus, we show you the best ways to maximize a referral in your job application. What is a Job Referral? A job referral is a recommendation provided by someone within or connected to an organization you're interested in working for who can vouch for your qualifications and skill set. This professional endorsement can significantly enhance your chances of getting noticed in a crowded job market as a testament to your suitability for the role. And it's not just about getting your foot in the door; it's about starting off with a glowing introduction that says you're not just any candidate. You're someone special, someone who is highly recommended and already has a bit of sparkle attached to their name. But this isn't just a one-way street; it creates a beautiful cycle of goodwill. Companies get to meet candidates who are more likely to fit in well, and candidates enter the process feeling more seen and valued thanks to the kind words of their referrer. How to Find a Job Referral The key to making job referrals work well for you is finding a connection between a job opening and someone you know. Start by searching your network to see who may be working at companies where you’d like to work. It could be your former colleagues, classmates, or even friends who share your professional interests. At the very least it's always great to catch up, and you never know; they might be working at your dream company. Don't forget the camaraderie of your college alum networks. These groups often share job postings and are generally more than happy to refer someone they share a past with. How to Ask for a Referral Once you've identified a connection in your network, send them an e-mail asking about the specific job that you’ve seen at the company (not: “are there any openings?”), and include the link to the job description if you can. Here’s an easily customizable email template that you can use: Subject: Request for your guidance and support Dear [Name], I hope this message finds you in good spirits. It’s been a while since we [briefly mention your last interaction or connection, e.g., worked together at XYZ company, met at a conference, etc.]. I’ve always admired your dedication and the impactful work you’re doing at (Company Name). I’ve been considering taking the next step in my career path. While researching potential opportunities, I found a role that deeply resonates with my skills and career aspirations - the [mention job title] position at [Company Name]. Given your valuable experience at the company, I would like to know if you can offer some guidance or insights, and I’d love to know how you’re enjoying your position there. I’m confident that I could contribute meaningfully to the team with my background in [briefly mention relevant experience or skills]. I’ve attached my resume, which outlines my experiences in greater detail. I look forward to reconnecting and collaborating in a professional capacity. Best regards, [Your Name] Best Practices for Using Your Job Referral Effectively capitalizing on a job referral is a harmonious blend of professionalism and a friendly approach, fostering a connection that could last a lifetime. Follow our tips to maximize your opportunity. Ask Permission First This might seem like an obvious step, but it's an important one to remember. The last thing you want to do is lose your connection's trust by using their name in your application when they feel uncomfortable with you doing so. Make sure you have the okay from them before mentioning their name to start building a relationship with the recruiter or hiring manager. Include Your Job Referral in Your Email and Cover Letter Once you have permission to use your contact’s name in communications, it’s wise to include them in your initial outreach to the hiring manager and your cover letter. Make sure to mention your referral early on to set the tone. Here’s an example of an outreach email introduction. You could start with: “I hope this email finds you well. I recently learned about the opening for the [Job Title] role through [Referrer's Name]. [Referrer's Name] and I [briefly describe your relationship or context, e.g., worked together at XYZ Corp.] I am confident that my background in [mention a relevant skill or experience you have] makes me a strong fit for this position." Here’s a sample cover letter introduction. You might start with: “I am writing to express my interest in the [Job Title] position at [Company Name], a role I learned about through [Referrer's Name]. [Referrer's Name] and I [briefly describe your relationship, e.g., have worked together, are academic peers, etc.], and they recommended that I reach out to you. My skills in [mention relevant skills or experiences] would make me an excellent fit for your team.” Keep Your Referral Updated You should let your contact know after you submit your resume, cover letter, and any other required application materials to the hiring manager. They may be able to provide insider information on the progress or help you navigate potential hazards in the interview process—if they know what’s happening in real time. Keep this line of communication open throughout the entire application period with quick status updates and express your enthusiasm about the opportunity in each message. Mention Your Referral in Your Interview Even though you've already mentioned your referral in your cover letter and correspondence with the hiring manager, it's also a good idea to mention them once you get to the interview stage. But the trick is to mention your connection in the right way—in relation to the work the company does—otherwise, you risk putting focus on the wrong thing. For example, suppose the interviewer asks why you want to work at their organization. In that case, it might not be a good idea to say, "My friend works here in the sales department, and considering he's one of the best salespeople I know, I'd love to work at the company that hired him." Instead, you could say, "I have a connection that works here on the sales side, and they told me how great the culture and leadership are here, which is why I'm interested in joining." And if all goes well, you'll be treating your connection to a celebratory lunch on the first day of your new job. Source: https://www.monster.com/career-advice/article/using-employee-referrals-0418

Receiving an interview invitation email can be both an exhilarating and daunting experience. It's a testament to your skills and potential, a sign that your efforts and expertise have caught the eye of a prospective employer. Yet, knowing how to respond to an interview request professionally and enthusiastically can make all the difference to how you’re perceived. An effective response to an interview request does more than just confirm your interest and availability. It’s a window through which the employer gets a glimpse of your communication skills, attention to detail, and professional demeanor. The nuances of your reply – the timeliness, tone, and clarity – all help make a positive impact. Whether you’re a seasoned professional or stepping into the job market for the first time, this guide will equip you with insights, tips, and email examples to help navigate this crucial step in your career journey. How to Respond to an Interview Request Your reply to an interview request is more than just a formality; it's integral to making a great first impression with the hiring manager. Follow our steps below to help you craft a thoughtful email response. 1. Respond Promptly Knowing how to accept an interview via email starts with timing. Remember, the early bird catches the worm, so email your response as soon as you receive the interview request or within 24 hours. This means you need to be on top of your email game. Check emails regularly, set up push notifications, and make a habit of checking your spam folder when you’re in the middle of a job hunt. A swift reply shows that you’re responsive and genuinely interested; reply a week later, and you may have already missed the boat. 2. Follow Appropriate Guidelines Here are a few rules of thumb for how to respond to an interview request: Be polite.Thank the employer and express enthusiasm for the opportunity. Get to the point. You don’t need to revisit your qualifications in this email - save it for the interview. Be professional.Avoid emojis, emoticons, and text/chat abbreviations. All caps and excessive exclamation points should also be on the chopping block. Lean towards formality. In most cases, use the hiring manager’s title (e.g., Mr., Ms., Dr.) and last name in the salutation. First names are acceptable if you have a close or informal relationship with the hiring manager. Proofread. Review all sections of the email before sending, making sure they’re error-free. Reply to everyone.Hit “Reply All” so you don’t exclude anyone from the email thread. 3. Confirm Interview Logistics If the employer suggested an appointment time that you can accommodate, confirm the date, location, and time in your interview acceptance email. If you’re not available, give several options and ask the employer if one of the alternatives works for them. If anything about the interview process is unclear, don't hesitate to politely ask for clarification. This might include asking about the interview format , the expected duration, or who you will be meeting with. Seeking clarity demonstrates your thoroughness and helps you prepare effectively. For Skype, Zoom, FaceTime, or other video interviews , verify details such as who will initiate the call and any software or apps you need to install before the meeting. This shows you're attentive to details and proactive in your preparation. 4. Include Your Contact Information Make it easy for the employer to find your phone and email address - the best place is below your name at the end of the email. Ditch your email signature with your current employer’s information, which gives the impression that you’re using employer resources to find a new job. How to Reply to an Interview Email: Sample Responses When figuring out how to respond to an interview request, know that many variables could dictate the content of your message, so customize your response depending on the employer’s initial message. Here are a few examples: Sample #1: Confirm Employer’s Suggested Interview Date and Time This sample email gives you an idea of how to respond to an interview request when confirming your interest. Keep it brief yet enthusiastic. Dear Mr. Jones, Thank you for inviting me to interview for the account executive position at ABC Company. I look forward to discussing how I can add value to your sales operation. Wednesday, June 24, at 10:30 a.m., is perfect. I am excited to meet you and your regional sales manager, Ms. Smith, at corporate headquarters next week. Sincerely, Betty Hampton Cell: 555-555-5555 Email: betty@somedomain.com Sample #2: Offer Alternative Interview Dates and Times This sample email shows you how to respond to an interview invitation when you have a schedule conflict. Always provide at least a few alternative days and times that you are available. Dear Mr. Jones, Thank you for inviting me to interview for the account executive position at ABC Company. I look forward to discussing how I can add value to your sales operation. Due to a prior commitment, I am unavailable at 10:30 a.m. on Wednesday, June 24. Can we meet after 1pm on Thursday, June 25, or Friday, June 26 before 12pm? If not, please provide a few options, and I will do my best to accommodate your schedule. I am excited about this opportunity and look forward to meeting you. Sincerely, Betty Hampton Cell: 555-555-5555 Email: betty@somedomain.com Sample #3: Decline the Interview Invitation You can still attend the meeting even if the job isn’t right for you. You’ll be top of mind for other, more suitable positions after the interviewer gets to know you. However, if you still want to decline the interview , here’s a sample response you could use: Dear Mr. Jones, Thank you for inviting me to interview for the account executive position at ABC Company. I appreciate your interest in my credentials, but I would like to respectfully decline. After learning more about the position from our screen call, I’ve decided to focus on manager-level opportunities. However, I am still interested in employment at your company—please keep me in mind if a management position opens up. I wish you all the best as you seek to fill this position. Sincerely,  Betty Hampton Cell: 555-555-5555 Email: betty@somedomain.com Source: https://www.monster.com/career-advice/article/how-to-respond-to-an-interview-email

In the competitive landscape of the modern job market, attracting top talent is no small feat. Even with the help of recruitment automation software and other tools, companies are constantly on the lookout for ways to stand out, captivate potential employees, and build a team of high-performing individuals. One of the most effective tools in this quest is the employer value proposition (EVP). This article explores what an EVP is, why it is essential, its key components, and how it can help organizations entice the cream of the talent crop. What is Employer Value Proposition? Before we delve into the significance and intricacies of an employer value proposition, let’s clarify its definition. An EVP is the unique set of offerings and benefits that an employer provides to its employees in exchange for their skills, experience, and dedication. In simpler terms, it’s the list of what candidates want from you as an employer . Your EVP is not just a slogan or a catchy tagline; it is the embodiment of your company’s culture, values, and the total package you offer to your employees. This can include a combination of tangible benefits like salary and perks and intangible factors such as the work environment, company culture, and opportunities for personal and professional growth. Why Do You Need an Employer Value Proposition? In a world where the war for talent is fierce, an EVP is your secret weapon. It’s a crucial element in attracting and retaining top talents for several reasons: Competitive Edge: A well-crafted EVP gives your company a distinct advantage over competitors. It sets you apart as an employer of choice in a crowded job market. Employee Retention: Your EVP also plays a significant role in retaining your current workforce. When employees feel valued and engaged, they are more likely to stay with the organization, reducing turnover and the associated costs. Boosted Productivity: Employees who feel their employer is investing in their well-being and development are more engaged and motivated. This translates into higher productivity and better business outcomes. Enhanced Company Reputation: A strong EVP positively impacts your brand image, not only as a product or service provider but as an employer. This can lead to stronger customer and investor trust. Parts of an Employer Value Proposition Creating an effective EVP involves identifying the key elements that make your organization unique and attractive to potential employees. Here are three essential parts of an EVP: Status Quo: This part reflects what you currently offer to your employees. It includes compensation, benefits, and any existing unique perks your company provides. Essentially, it outlines why your organization is already a great place to work. Key Differentiator: What sets you apart from your competitors? This component of your EVP highlights the unique aspects of your organization that make you stand out in the eyes of potential employees. Your Strategic Goals: This part of your EVP outlines your long-term vision for your employees. It communicates your commitment to their growth and development, giving them a sense of security and purpose. How an Employer Brand Proposition Can Help You Attract Top Talent An effectively communicated EVP can work wonders when it comes to attracting top talent. Here’s how it accomplishes this: Attracts the Right Candidates: By clearly defining what your organization stands for and what it offers, your EVP ensures that potential candidates who align with your values and goals are more likely to apply. Drives Employee Referrals: When your current employees are engaged and feel valued, they become your best brand ambassadors. They’re more likely to refer high-quality candidates to your organization. Enhances the Interview Experience: During interviews, your EVP serves as a powerful tool for communicating your company’s strengths and opportunities, creating a favorable impression on candidates. Boosts Job Acceptance Rates: Candidates who can clearly see the value your organization offers are more likely to accept your job offers, reducing the risk of losing top talent to competitors. Should You Create a Different Employer Value Proposition for Every Role? The short answer is no. While you can tailor certain aspects of your EVP to specific roles or departments, the core of your EVP should remain consistent across the organization. This consistency builds a strong, unified brand image and culture. However, it’s essential to acknowledge that different roles may have different priorities and concerns. Tailoring some aspects of your EVP, like job-specific benefits when hiring interns or executives or growth opportunities, can be a valuable approach. Still, the fundamental principles should remain the same to maintain a cohesive employer brand. Tips for Creating an Employer Value Proposition Now that we’ve established the importance of an EVP, let’s look at some tips to help you create a compelling one: Identify Your Strengths Begin by identifying the unique strengths and qualities of your organization. What makes you stand out in your industry, and why would someone want to work for you? Focus on these strengths when crafting your EVP. Start with Your Salary Offer Salary is a significant factor for many job seekers. Ensure that your compensation packages are competitive and reflect the market rates. However, if you can’t compete with the compensation packages offered by other organizations, you can focus on your company’s other unique selling points. Highlight Your Work Environment Emphasize the work environment you provide. Do you have a flexible work schedule, a remote-friendly policy, or a state-of-the-art office space? Highlight these aspects to showcase your workplace as a great place to be. Promote Your Work Culture Your company culture is a vital part of your EVP. Describe your values, diversity and inclusion initiatives, and any unique cultural elements that set your organization apart. This can help potential employees choose your company over your competitors. Talk About Career Progression Most employees are interested in their growth potential within an organization. Outline your commitment to their professional development, whether it’s through training, mentorship programs, or advancement opportunities. Establish Job Security Job security is a significant concern for many individuals because nobody wants to be out of a job after a few months. If your organization offers stability, be sure to communicate this in your EVP. You’re sure to attract top candidates looking for job security. Attract and Retain Top Talents In a world where talent is a precious resource, the employer value proposition is the key to attracting and retaining top talent. It’s not just a marketing gimmick; it’s a genuine reflection of your organization’s culture, values, and the total package you offer to your employees.  Craft your EVP carefully, keeping in mind the status quo, your key differentiator, and your strategic goals. With a compelling EVP, your organization can rise above the competition and draw the best talent to help you achieve your goals and drive success. Source: https://www.skillfuel.com/employer-value-proposition/