Introverts Can be Leaders Too!

When we think of a successful leader, our minds tend to think of someone who is good at communicating, personable, and lively. These qualities usually coincide with people who tend to be extroverted. In the business world, there is the notion that to be successful, you must be extroverted and be able to sell yourself along with the company. We never expect the introverts to be able to lead effectively. We don’t realize that introverts possess qualities that many extroverts don’t; this can sometimes can make them just as effective at leading. As the author of the book The Introverted Leader: Building on Your Quiet Strength and Quiet Influence, Jennifer Kahnweiler stated, “They just lead with quiet confidence.”

These are some qualities that make introverts great leaders:

Patient -Introverts think before they act, because they like to be fully prepared before they bring anything to the table. They weigh all their options before jumping to any conclusions. All of their hard work and preparation in whatever they are doing, reduces any anxiety they might have; so you know they’ll make the right decision.

Imaginative – Introverts have the tendency to always think outside of the box. Extroverts can be just as creative, but when introverts are left alone they can cultivate interesting solutions. They allow themselves to take the time to evaluate the best possible solution to their problem.

Quiet – Extroverts are known to talk a lot, but that isn’t always the best quality to have as a leader. It is more valuable to be a good listener and respond accurately to the followers. Sometimes is better to sit back and let the group decide where to take the discussion.

Calm – Introverts always exude the 3 Cs: calm, cool, and collected. This can be a crucial asset in times of a crisis. With the amount of preparation that they do it allows them to remain calm and confident under pressure. These qualities also make them approachable to other people.

Independent – Introverts embrace solitude, so if you have an introvert as a manager or boss, you usually won’t find them constantly breathing down your neck. Not only do they appreciate their independence, but they’ll also allow you autonomy with your own work.

Forbes Magazine documented that 40-percent of executives have described themselves as being an introvert. Some people who have identified themselves as introverts are Microsoft’s Bill Gates, Warren Buffet, Charles Schwab, Avon’s CEO Andrea Jung, and Eleanor Roosevelt. This isn’t to say that extroverts don’t make excellent leaders, as well. Sometimes, though, it’s beneficial to embrace introverts as the leader of choice.

http://www.forbes.com/2009/11/30/introverts-good-leaders-leadership-managing-personality.html

HR Trends that Will Spring into Effect

HR Trends That Will Spring Into Affect

Now that Spring has finally arrived, it’s time to look at the hot trends that are changing the way we conduct our HR services. The HR departments have to keep up with the constantly evolving demands of businesses and their employees. There are a few specific aspects that professionals have noticed are impacting the workforce and need to be noticed in order for businesses to get more productivity from their employees. Here are a few ways to get a head start:

The Flexible Workplace – With three different generations in the workforce, there are many different needs that need to be met. Employees may be working extra jobs, they may want to be home with their children or want the seclusion of working from home. More people are dealing with all different kinds of responsibilities and need their workforce to try and accommodate that.
Rise of Performance Management – Companies are starting to focus on continuous growth and development. They want people performing at their best abilities. Employers are implementing more training programs to enhance the skills set their employees already have.
Meaningful Work – Employees tend to become more motivated in their work when they feel like there is meaning behind it. They will be most productive if they are passionate on what they are working on.
New HR Technology – Different technology can help businesses make their HR functions easier, cheaper and more effective; this technology will enter the market this year. Businesses need to take advantage of these technologies, turning them into an asset for the company.
Going Global – Companies of all sizes now have the capability to become global. Businesses are looking all over the world to find the best candidates for their company. Diversity within a company can only help the business and bring a different perspective.

Now that this harsh and long winter is coming to an end it is time to do a little spring cleaning and think of fresh new ways to get the most out of the HR department. These trends can help you think about how other companies are using these tools to benefit their companies. The HR industry is constantly changing and it is good to keep updated with the different techniques that companies are using. Some of those tactics could potentially benefit your company in a way you may never thought possible.

Outsourcing Recruiting? Does it Work?

Is your company trying to decide whether to outsource their human resource department? This is probably true considering the large amount of companies that are starting to cut the time and cost of the recruiting process. Outsourcing the whole HR department can become difficult because there are so many aspects that need direct interaction with the employees; like training and benefits. However, recruiting is easier to outsource because, besides the interviews; almost everything is done online or with technology. Some companies are even starting to conduct online (Video) interviews.

7 reasons why outsourcing recruiting is beneficial:

Cut a large cost
Reduce the amount of bad hires
All recruiting info organized on one platform
Organized applicant tracking info
Quality control of applicants
Reduce turnover rate
Put focus on other departments

Outsourcing recruiting works well because it allows the company to focus on aspects of the business that are more important than the hiring process. Sometimes there are specialized skills, technology, and needs that are too expensive for a company to invest in, in order to recruit people.

6 Reasons Why In-House Hiring is Beneficial

Many companies have gravitated towards looking within the company first when a new job position opens up. There are plenty of reasons to look within your own company before seeking traditional recruiting methods elsewhere. Below are a few reasons to stick to internal searching if at all possible:

It’s Cheaper – The amount of money companies spend on recruiting and finding a person outside of the company is significant. If you already have a potential replacement in mind within your own walls, you can completely cut out that process – even if it means spending some additional time preparing them for the role.
A Sense of Familiarity – There would be no time spent on making the new employee feel welcomed if they are already apart of the workforce. They will know how people get work done and they will already know what working style works best for the company.
Employee Growth – Good employees always try to get ahead by growing their capabilities. Invest in their future, allowing them grow as they stop into new roles within the corporate structure.
Aligned with Company Goals – The people that are already within the company are aligned with the mission and goals. They know the purpose of the company and how to successfully improve their service or product.
Proven Track Record – There is no need to ask yourself whether or not someone lives up to their resume. When you hire in-house, you are well aware of the quality of work that person produces.
Sense of Value – Hiring within the company will show that management will always put their employees first, and will create a sense of loyalty between employee and employer.

In certain situations, it may be beneficial to hire outside, such as to grow the company larger than your current pool of employees will allow. Also, if there is no one within the company that wants or is qualified for the position, then it may be necessary to look beyond.

LinkedIn Taking the Place of Headhunters

The most common way that companies hire is through referrals. The New York Times stated in an article that “the referred candidates had a 40 percent better chance of being hired than other applicants.” The site LinkedIn has allowed companies to look up multiple referrals through the internet; without even contacting another person. It has become the new hiring landscape for many businesses. LinkedIn has digitally replaced the tasks provided by headhunters. Headhunters can also be extremely expensive for companies; so cutting this cost is beneficial and headhunters even use LinkedIn too.

However, now headhunters have another job; their roles have switched to become more exclusive and expensive. Headhunters wouldn’t still be in existence if LinkedIn took over all of the recruiting efforts. Most of the time the applicants that the distinguished companies are looking for already have jobs and aren’t even searching for another position. One interview with Dan Martineau, conducted by the Business Insider stated, “Most of the time – probably 85 percent- we recruit people who don’t want to leave their jobs.” All the different sites that are currently available are simply tools for the recruiting process. Recruiting still relies on some sort of human interaction and building relationships; companies need to take advantage of that. The reason why some companies still pay the high cost of headhunters is because they can provide results that LinkedIn can not.

Pre-Employment Testing Vs. Applicant Tracking Systems

Many companies go through the issue of hiring the wrong people. They become more reliant on background tests and pre-employment testing to ensure they are hiring the top qualified applicant for the job. They can screen applicants by using cognitive tests, personality tests, background tests, drug tests, emotional intelligence tests, and talent assessment tests. Employers create and administer tests that are associated with the certain job title. For example, if you are applying to an HR position, an employer would assign you a test based on the tools and skills you should know if you are applying to that position. This is completely different from a regular background test; because it goes beyond personality testing. The employer can then confirm that the applicant is paralleled to what they state on their resume. These are known as Talent assessment tests. All of these types of tests can be administered online or they can be given during the hiring process in the office.

These tests differ from applicant tracking systems. An applicant tracking system is a software application that allows businesses to manage resume data and all applicant information. The submitted information is accessed through both internal information and from information posted on job boards. They are typically cloud-based programs that can sort and align resumes accurately with job descriptions. The main benefit to ATS is that there is one primary database for a company’s hiring efforts. It allows them to organize and manage human capital.

The combination of having an applicant tracking system and pre-employment testing will help companies accurately hire the right candidate. The only downfall is that these systems can be costly and time consuming for companies that aren’t big enough to manage them. They make the the hiring process easier mostly for larger companies. The medium and smaller sized companies usually chose one of the two systems to help them with their hiring process; because they need to dedicate their time to growing the company.

Differences in Hiring Between the Generations

The baby boomers, generation X’s, and generation Y’s all have differences in their working habits and should be treated differently within the workplace; especially when it comes to hiring. Depending on the different generation, the employer has to attract him or her to their business based on that generation’s working style and habits. Establishing a hiring process generated for the different generations not only can increase productivity, but also increase job retention.
The baby boomers are known to be loyal to one job and have a longer job retention. The baby boomers are people born between 1946 and 1964, who make up about 20% of the American public. This is a large portion because after World War II, there was a spike in the birth rate. They appreciate having stability within their workplace and remain loyal to their employers. They tend to prefer an organization that has a strong sense of community and one that has a lot of support within the organization.

People who are a part of the generation X are typically attracted to organizations that provide a stable and flexible work environment. The generation X includes people who were born between 1965 and 1980, and make up about 48 million Americans. Most of them are now reaching into their 30’s and 40’s and over 60% of them attended college; which makes them more educated than the baby boomers. They tend to appreciate autonomy and freedom within the workplace. Generation X’s also are usually attracted towards jobs that provide them with a lot of life balance and time to have fun within their work activities.

Generation Y’s , or the millennials, are more fitted to work in teams; they like collaboration. The millennials are people who are born between 1980 and 2000 and are just starting to emerge in the workforce. This is a fast growing population in the workforce and organizations need to learn how to fit their needs. Not only are they team oriented, but they also are very achievement based. Unlike the baby boomers they are not likely to stay at one job their entire life; which makes job retention more difficult. They do not enjoy meaningless and busy work; they enjoy productive jobs.

A good recruiter must be able to identify all of these differences in order to effectively hire and retain their employees. They also cannot rely solely on benefits in order to make these generations happy. Recruiters and employers should be able to adjust the way that they treat and manage each of these different types of generations. However, we still have to remember that not everyone is the same and that it is important to really get to know each employee and how they like to be managed. This may seem like a rigorous and time-consuming, but it will surely increase productivity.
http://legalcareers.about.com/od/practicetips/a/GenerationX.htm
http://www.investopedia.com/terms/b/baby_boomer.asp

Why You? Putting Your Purpose Into Resume Form

Who Are You? It’s a simple enough question, but the basis for each of the decisions you will make during your life- especially during your career. It’s just like the monotone lectures that our high school guidance counselors used to give us: “Who you are will determine what you do”, or in the words of Shakespeare “Know thyself”. Yet, even as I struggled through my first resume, I realized that the problem wasn’t that I didn’t know myself – I had been around for long enough to know my likes and my dislikes. So what was the problem?

Continue reading →

Vocation Progress Focus

Each piece of your app is actually an arrow within your quiver so arrows may be found from distinct sources, not only your personal impression. Just what is most vital is awareness to feature and a personalized fact which is amazing (bands the case to your identiity).

Stick to Guidelines and Follow-through Regulation admissions deans report that individuals fail to carry out essential directions. For anyone who is asked for a 3-website affirmation, do not mail a half a dozen-page essay. Rules educational facilities admissions officers want young people to regard THEIR educational institutions instructions. They should also see that you can adopt information due to the fact attorneys should be exact and watchful as they simply take on records, study legalised statements, and disagree incidents.termpapermonster.com

Modify and Personalize Your Continue Regulation classes want a pair of abilities, goes through, and being exposed to the law. Modify your return to to ensure that you showcase the detail and breadth of the coursework, appropriate coverage, ability to write and research, etcetera. Standard tricks for authoring resumes can be determined the following and SJUs Occupation Progress will advise you regarding modifying and improving your continue.

Develop a Persuasive Own Document The announcement will need to converse knowledge the admissions officials are not able to see somewhere else inside request. Repeating the go back to waste materials spot. Deepness as an alternative to breadth is extremely important into a superb essay. Think about individual document as being an interview. Why must they decide upon you? Just how could they significantly better understand you like a man or women? The essay may help legislation education discover who you really are, what talents you might have, and how specialist you will be to be a man or woman?

Inform Your Tale inside an Traditional and Sincere Tone of voice . Inform them whom you are. Inform them what you think as an alternative to what you believe they would like to perceive. Do not actually reproduce taste essays legal requirements deans look at equivalent web sites. Dont compose an essay about conserving everybody or getting over an impossible hindrance (unless you own an remarkable event). Regulations admissions officials are convinced that 60Percent of student essays talk over horrific accidents or conditions. Regulations institutions do not will need these sort of reviews simply greater thought of whom you are. If an essay examines economizing the earth however, your keep on shows encounter and curiosity about enterprise, this should not ring correct to laws faculties. In case you have been dynamic, you actually can write about communal proper rights or just a persistence for civil proper rights but ensure that just what you generate meets together with your happenings: coursework, internships, projects, and volunteer operate.

When covering blocks, indicate youve cure them and therefore are ready for the difficulties ahead. For those who are presenting a problem (a gap in education and learning, a period by which your grades were cheap, an ailment) work with it succinctly and point out how this challenge have been managed. You should make sure that almost all your essay is favorable and guided when it comes to the thing that makes you an great candidate. You do not would like to raise problems. You need to exhibit your experience you are equipped for those 1st year of law school.

Be own not confessional A personalized affirmation can help the admissions officers recognize you as the man rather than a GPA or a LSAT credit score. We frequently confound so what is your own as to what is personalized or detailed. Will not disclose personal information for the health of disclosure. Something personal has to be connected with the biggest subject and your desire to research project regulation. This is simply not a confession.

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