Emotional intelligence (EI) is relatively easy to define, but somewhat difficult to describe. I discovered years ago that this creates some challenges for executive recruiters discussing candidates’ EI competencies.
Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the third post in the series of responses.
It’s a rare organization that doesn’t somewhere in its mission statement or values express a sentiment similar to “people are at the core of our business success.“ It’s an even rarer one that actually acts on it. If I were bestowed the mantle of CEO, I’d make it my #1 priority to be part of that very rare group…. and I’d have my work cut out for me.
Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the first post in the series of responses.
The first time I had the top leadership position in a global organization, I had 3 priorities from a culture/people perspective that I knew would positively impact our financial performance: re-engage employees, restructure operations so that leadership was closer to employees and customers, and provide greater organizational focus on quality of service.
Here’s how it went for me.
When you’re recruiting employees, you’re always looking for possible applicants to fill the jobs you need to fill with competent and qualified future employees (or exceptional candidates when possible). Recruiters have the advantage of finding lots of potential employees quickly through social media. 98% of Americans use social media, and LinkedIn is the dominant business social media site and fourth biggest social network in general. You can easily find candidates, if you know how to look.
We’re all aware that social media can play a significant role in the employee hiring process. An HR Representative need only take a brief look at a prospective hire’s Facebook and Twitter pages to see if there are any inappropriate pictures or distasteful language that may indicate a candidate’s lack of good judgment or maturity.
But now, beyond throwing up red flags, social media is an important gauge in determining the best recruit for the job, and the numbers are beginning to back up this trend
As a recruiter, business mentor and career coach, I’ve spent over 16 years encouraging people to invest time and effort into building their networks.
‘Networking’ was traditionally viewed as a business related activity. Commonly the remit of senior executives in an organisation and, more often than not, male ones at that, networking wasn’t viewed as an integral part of life-working, or, rather of making life work.
Women are natural relationship-builders. We often overlook this strength as it comes so naturally to us. Networking is merely another label for what we do naturally. So, get out there and do what you do naturally and brilliantly – and network.
I always used to struggle with awful nerves particularly before and during interviews and it meant I was missing out on many opportunities.I had to train myself to control these nerves to stop them from taking over. This took a while to do but here are a few of the things that I learned along the way.
Defining balance can be tricky.
In my opinion finding balance between one’s work and the remainder of their life is very personal unique to every individual. What balance means for me, can be entirely different than what it means to others. Balance isn’t a constant state. Sometimes, work has to take a priority and sometimes family life does. The key is to not let one always take precedence over the other, but to ebb and flow with the situation at the time.
Nonetheless, along my career and life journey I have found a few things that work for me in terms of balance that I think are worth sharing with others who may be struggling with the issue.
Women, whether we are employed or in the application process, our personal lives tend to matter more than the personal lives of male employees. And, since our online reputation is often an extension (or at least a reflection) of our personal lives, we need to be far more cautious about it than the average man.
So my advice for workers: manage your reputation carefully. Don’t let your Facebook profile be viewed by non-friends and err on the side of disclosing less information online, not more. Conduct a Google search of yourself and try to assess the data out there when applying for any job.
Often times the only difference between success and failure is confidence. It is the most beautiful attribute on a woman, and it’s necessary to be successful in the workplace. A confident woman portrays strength, determination and persistence, and is not afraid to be herself. While we all know confidence is crucial in order to create a name for yourself in the office, actually obtaining it is another story. Here are a few tips to be more confident at work, command the attention of your co-workers and gain their respect.