Come visit us on Wednesday, May 23, 2012!!

We will be attending the JOBAPALOOZA Job Fair.

Time:  9 am – 12 pm

Location:  Lake Erie College Wellness Center  -  Located at the corner of Gillette Street and Walnut Avenue in Painesville, Ohio.

Click on the link below for more details:

http://www.lake1stop.org/Jobapalooza/jobapalooza.htm

We will ALSO be attending the Auburn Career Center Job Fair that day.

Time: 3 pm – 6 pm

Location: 8221 Auburn Rd., Concord Township, OH 44077

Click on the link below for more details:

http://www.auburncc.org/uploadedFiles/Job%20Fair%20Flyer%20Spring%202012.pdf

Immediate openings for the following positions:

Assemblers
Benders
Central Sterile Processing Tech II
Chemical Blenders/Mixers
CNC Operators
Forklift Operators
HIM Coders
Industrial HVAC
Instrumentation Techs
Machine Maintenance
Manufacturing Engineers
Production Manager
Robot Operators
Shift Supervisor
TIG Welder

…..And many more!!

Don’t forget to dress appropriately and bring resumes! Hope to see you there!!

By Jessica Miller-Merrell

I’m often asked about how human resource pros, recruiters, and talent management people are using or can use social media in the professional and corporate work environment. HR Toolbox recently unveiled a survey that provides some interesting insights into how the HR industry is using social media–and their findings might surprise you.

HR pros are using social media, nearly 83 percent of the 376 surveyed, to stay current on industry trends and keep up-to-date with their industry colleagues.

Another interesting finding is the use of social media to learn about human resource vendors and service providers. Thirty-seven percent of those surveyed are using social media to learn about HR-related products and services. These testimonials and engagements with social media go beyond the brochure once again either with the end user, industry expert, or HR vendor. All the more reason it’s important for HR service providers to be using social media to establish relationships, answer questions, and monitor the industry back channel.

Average social media consumption is in excess of 7.5 hours a week. Social media beat out traditional news publications like CNN and The Wall Street Journal in addition to HR vendor and service provider-generated whitepapers and webcast materials, further supporting my earlier statement of the importance of service providers to establish relationships on social media platforms and with online influencers. Bottom line is: people trust people they know either in person or online. Social media allows for a more personal connection with products, peers, and friends.

When I bought my iPhone, my world literally stopped. It changed my life. Eighty-six percent of those surveyed currently own a mobile device. Smartphones like Blackberry, Android, and iPhones have fueled the increase in popularity of the telecommuting workforce and have helped make the case for the importance of engagement and the rise of the smartphone. Almost 34 percent of HR Toolbox survey respondents planned on purchasing a new smartphone in the next six months.

It’s surveys like these that are extremely powerful in making the case for social media, not just within your human resource or recruiting department, but also your entire company. As HR begins to understand the benefits and importance that social media brings to the user, it’s safe to say that companies will continue to adopt more aggressive corporate social media integration strategies because of HR’s involvement with senior leaders, employee law, and the employee policy and procedure process.

  ]]> http://blog.vectortechnicalinc.com/hr-and-hiring-best-practices/research-reveals-how-hr-uses-social-media/feed/ 0 http://blog.vectortechnicalinc.com/career-tips/how-to-get-past-the-phone-screen/ http://blog.vectortechnicalinc.com/career-tips/how-to-get-past-the-phone-screen/#comments Thu, 10 May 2012 20:01:37 +0000 Todd Lewandowski http://vector.admin.haleywebsite.com/?p=195 Companies frequently start the interview process via phone, as a way to save time by pre-qualifying your interest and expertise. So how do you get past the dreaded phone screen?

Here are four tips to help you master the telephone interview.

1. Find a Quiet Place. On a phone interview, you only have one tool of communication: your voice. The interviewer’s first impression of you will be affected by all the sounds coming through the phone, so remove yourself from background noise and other distractions. Don’t carry on a phone interview outside on a windy day or near a busy intersection. If you plan to take the call on your cell phone, be sure to find an area where you’ll have clear, steady reception.

2. Schedule the Phone Interview. If you can’t speak comfortably or easily when the interviewer first calls you, ask the interviewer to schedule a specific time for the actual interview. Be sure to define who will call who–you should offer to call the company. That way, you can be fully prepared and in a situation where you can speak without interruptions.

3. Get on Your Feet. During the call, stand up, walk around and smile. All of these things make a big difference in the projection and quality of your voice. Just don’t do anything that will get you out of breath!

4. Ask About the Next Step. At the conclusion of the call, if the interviewer doesn’t offer this information, ask about next steps and the timing of their hiring process. This shows that you are interested in the job and also gives you an idea of what to expect. If you feel the interview went well, mention that you’d like a face-to-face interview–and give a reason, such as a subject you’d like to cover in more depth, or something in your portfolio you’d like to show them.

Here are some true horror stories shared by employers, hiring managers and HR managers as part of a nationwide survey recently conducted by Harris Interactive for CareerBuilder.

Believe It or Not

You’d think avoiding these mistakes would be no-brainers, but survey respondents said the following are actually the most common interview misbehaviors:

• Answering cell phone or texting: 77 percent
• Appearing disinterested: 75 percent
• Dressing inappropriately: 72 percent
• Appearing arrogant: 72 percent
• Talking negatively about current or previous employers: 67 percent
• Chewing gum: 63 percent

And You Thought Texting Was Bad?

Here are some highlights of the respondents’ most memorable or unusual interview experiences:

• Candidate brought a “How to Interview” book with him to the interview.
• Candidate asked, “What company is this, again?”
• Candidate asked for a sip of the interviewer’s coffee.
• Candidate took off his shoes during the interview.
• Candidate talked about promptness as one of her strengths after showing up ten minutes late.
• Candidate wore a Boy Scout uniform and never told interviewers why.
• Candidate was arrested by federal authorities during the interview when the background check revealed the person had an outstanding warrant.
• On the way to the interview, the candidate passed, cut off, and flipped his middle finger at the driver–who happened to be the interviewer.
• Candidate referred to himself in the third person.
• Candidate told the interviewer she wasn’t sure if the job offered was worth “starting the car for.”
• When a candidate interviewing for a security position wasn’t hired on the spot, he painted graffiti on the building.

Trust us–we won’t let you show up on next year’s list. We’ll help you do your homework, stay professional and blow away the interviewer–for the right reasons!

About the author:

Erik Deckers is the owner of Professional Blog Service, a blogging and social media marketing agency in Indianapolis, Indiana. He is the co-author of Branding Yourself: How to Use Social Media to Invent or Reinvent Yourself. His new book, No Bullshit Social Media: The All-Business, No-Hype Guide to Social Media Marketing, is in bookstores and available as a Kindle or Nook book, now.

Companies across the country are feeling the pressure of too many openings and not enough skilled candidates. To address this challenge, leading companies are taking a second look at their recruiting practices. It’s time to ask yourself: Does your approach still fit your needs? Is your recruiting strategy positioning your company for success?

To start the process, the first question you really need to ask yourself is:

What’s Ahead?

The process begins with assessing your business’s employee needs in the context of your organizational priorities. You need to identify everything that may affect your company’s operational efficiency, in the long term and the short term. Being prepared is better than being surprised.

For example, few people forecasted the most recent recession. Nobody wants to be surprised again by that dramatic of an economic decline. And when the downturn came, organizations found themselves overstaffed but had no carefully planned process for painlessly cutting staff. Part of your new strategy should include having plans in place for the next drop.

And with the official end of the recession in sight, you’ll want to be ready to “explode out of the box” and be in the forefront of hiring–experts are predicting that up to 65 percent of top employees are getting ready to make a career move in the near future. But how? Find the answers to these three questions:

• How can we leverage our current employees’ connections?
• Are we focused on the right areas?
• What’s our recruiting brand?

How Can We Leverage Our Current Employees’ Connections?

Each of your employees has a unique network of contacts, friends and family members–and these networks are an excellent place to find qualified candidates. To encourage your employees to refer candidates for your open positions, start or reenergize a formal referral program–and add a new twist: Social media. Leading companies are encouraging their employees to participate in social networks, even on company time. Some even set aside weekly time for their employees to get on LinkedIn, Facebook, Twitter and other sites to work their connections.

Encouraging your employees to be involved in online networking groups creates another path to qualified candidates, one that is unique to your company and your employees. One that just may give your company an edge over the competition.

Are We Focused On The Right Areas?

Talent is scarce right now, so you may be concentrating your efforts on passive job seekers–those top performers who are already working for your competitors and aren’t looking to make a change. They require a different, less straightforward approach.

You’ll need to be more discreet and more patient to find passive candidates, and you may need to create a mixed-approach recruiting style that includes database mining, competitive intelligence and participation in associations. Social media participation and employee referrals can also play a big role in finding passive candidates.

What’s Our Recruiting Brand?

And then there’s your employment brand–which now plays a key role in your recruiting efforts. Many companies still treat the recruiting process like just another business transaction. But today’s candidates are looking for a different experience. It’s not only about what they can do for you, but also what you can do for them.

Companies need to spend the time and effort to make themselves more attractive to potential candidates. What will job seekers see when they research your company or go on your website to apply for a job? What image does your company’s online presence convey?

You need to make your company stand out to encourage candidates to come to you. Show candidates your culture and your mission, and what they will gain by working for you. And make sure to be consistent: you don’t want to brag about your state-of-the-art technology in a job posting, but have a woefully outdated website.

As the new economy emerges from the recession, it’s obvious that old recruiting methods are no longer working. There are new attitudes in place that require new approaches. It’s time to adapt, so your company can thrive.

Adapted from “Viva La Revolution! The 5 C’s to Recruit, Engage and Retain in a Post Industrial World” by Kim Seeling Smith, a Sydney-based, international consultant on Employee Recruitment, Engagement and Retention. Visit http://www.KimSeelingSmith.com for more.

I’ve faced a couple of career changes in my years, after fully vesting myself in my previous job, company, and position. The changeover has been difficult at times, as I had gotten to know a lot of people in that previous industry, and set myself up as an authority on my particular company’s product or service. It was especially difficult as I had to start over with a new company and a new industry, and finding that no one knew who I was.

If you ever find yourself in that situation, I’ll admit you’re facing a tough, uphill battle. But it’s not impossible. Here are three things you can do to change your personal brand when the direction of what you do shifts.

1. Connect with industry people online.
   It’s important that people know who you are right away, so it helps if you can start communicating with them in the places where they are already found. Add your new colleagues to your Twitter network. Join and participate in any LinkedIn groups. And if there is an industry trade association or social network, join it. Ask questions, introduce yourself to people, and make yourself known. Be sure to change your different social bios to reflect your new direction or position, so your new industry colleagues know why you’re connecting with them.
2. Start a blog about your industry or position.
   I’m still a firm believer in the “see one, do one, teach one” method of learning. As you learn how to do something in your new position, try it out yourself, and then teach other people to do it. A great way to teach people is through a blog. Start one that discusses the trials and tribulations of your new position, and what you’re trying to accomplish. Don’t try to be an expert right off the bat though, because people will see right through you. Accept the badge of newbie and wear it proudly. Let readers go on your journey of learning with you.
3. Meet with other people in your industry.
   I’m a big proponent of face-to-face networking. It’s one thing to meet these people online, but it’s another to sit down with them and actually speak to them. As you move in your new direction or start your new position, you’re going to need mentors and teachers. And the people who are in your same area are going to be your best choices. Arrange to have some one-on-one time with a couple people every week, and ask them about their experiences and what they recommend you do as you start your new direction.

Building your personal brand is always going to take a while, whether you’re just starting out on your career ladder, or if you’ve switched ladders in mid-climb. However, the nice thing about changing direction when you’ve already been traveling is that, chances are, you’re not doing something completely different in a completely different world. Old contacts and old networks will still be valuable, although maybe not to the degree they were before the change.

Look at this new direction as a new opportunity to enhance what you’ve already got, rather than replacing what you’ve lost. By connecting with people online, face to face, and then sharing your knowledge with your industry, you can begin to rebuild your personal brand to the levels it was before you changed directions.

About the author:

Erik Deckers is the owner of Professional Blog Service, a blogging and social media marketing agency in Indianapolis, Indiana. He is the co-author of Branding Yourself: How to Use Social Media to Invent or Reinvent Yourself. His new book, No Bullshit Social Media: The All-Business, No-Hype Guide to Social Media Marketing, is in bookstores and available as a Kindle or Nook book, now.

How has talent won? Look at the demographics. There have simply not been enough people born over the last 20 to 30 years to take the place of those Baby Boomers who are now beginning to retire in significant numbers.

This fact, combined with technology and globalization, has created a skills shortage, culminating in a number of unfilled jobs predicted to reach millions to tens of millions (depending upon the country) by 2020.

So how can both talent and companies win? By joining the Post-Industrial Revolution Revolution.

No, that’s not a typo.

What is the Post-Industrial Revolution Revolution?

Time for a short history lesson: The Industrial Revolution brought about new ways of managing the labor force. Both blue- and white-collar workers carried out very specific, repetitive tasks in exchange for wages.

White-collar workers may then have traded brains for brawn to earn their paychecks, but the typical office was run much like the factory floor, with designated start and stop times, prescribed breaks, very detailed job descriptions and little room for creativity and innovation.

This worked well for 200 years. But the 1960s ushered in the Post-Industrial Revolution, an age characterized by non-tangible, yet valuable, services heavily reliant on technology and dependent on innovation and creativity.

Technology and globalization have automated or outsourced most mundane, repetitive tasks, freeing our staffs up to do the more innovative and strategic work required in the Post-Industrial Age–but unfortunately, the structures and processes that most companies use to manage their staffs still harken back to the Industrial era.

Do you see the disconnect?

And this is costing our companies millions of dollars per year, both in increased employee turnover and in lost productivity, due to up to 80% of our workforce becoming disengaged.

What is the solution? A Post-Industrial Revolution Revolution, of course!

How to Stage a Post-Industrial Revolution Revolution

It’s easy, if you can remember the five rules of a Post-Industrial Revolution workplace:

• Hire correctly
• Classify and manage appropriately
• Compensate fairly
• Use currencies of choice to structure a commercially autonomous work environment
• Communicate with FOCUS

1. Hire Correctly
The key to hiring the right people is to base your decisions 80% on cultural fit and 20% on skills fit. Skills can be taught, but attitudes, work style and values cannot.

It’s also essential for hiring managers to learn how to interview effectively, in a way that gives you the information needed to make good hiring decisions. Because unlike the stock market, when it comes to potential job candidates, past performance is indicative of future results. Proper interview questions should be answered with past examples of how the candidate actually dealt with a scenario, which can later be reference checked.

2. Classify and manage appropriately
Who are your Critical People? The first step to managing your Critical People is to identify them. Critical People can be obvious–the real superstars who consistently underpromise and overdeliver. They can also be the not-so-obvious “sleepers”: those quiet achievers, or the ones who hold a great deal of corporate knowledge.

These are the people you should be spending 80% of your time with. Unfortunately, most managers spend that amount of time with their Squeaky Wheels, the underperformers and demotivators. Instead, deal with the latter quickly by training, motivating or moving them.

3. Compensate fairly
Remuneration and incentives can be tricky, but a number of studies conclude that they don’t have to be. Ultimately, employees need to feel as though they are paid fairly, consistently and in a manner they can rely on. Full stop.

4. Currencies of choice
Once someone feels they are being paid adequately, companies can then use the “currencies of choice” most valued by the workforce. Researcher Daniel Pink, the author of Drive, says these are:

• Autonomy – the ability to direct your own work;
• Mastery – the ability to master what you’re good at; and
• Purpose – the opportunity to do meaningful work.

5. Communicate with FOCUS
FOCUS is an acronym that describes best practice leadership communication. It stands for Frequency, Job Objectives, Career Development, Underlying Motivators and Strengths.

Frequency. Most companies sit down formally with their staff only once or twice per year for the dreaded performance reviews. Increasing formal communication to at least once per month and informal communication to weekly, if not daily, will significantly increase employee engagement and company productivity.

But it’s not just the frequency of communication that’s important. It’s also the content.

Communication between staff and managers should revolve around the following:
Job objectives – what are they responsible for doing and how are they meeting their KPIs?
Career development – both a vertical career path and horizontal learning and development opportunities
Underlying motivators of autonomy, mastery and purpose
Strengths – the innate abilities that make them unique and good at what they do.

Structure communication around FOCUS and offer coaching, advice, assistance and resources for their career development and you will truly have an engaged and productive workforce.

Making it happen

The process of changing the way you hire and manage people may seem daunting at first, but experience shows that by taking this step by step, you can make significant changes within 6 to 12 months. The result will be a lifetime of more engaged, happier and more productive staff as well as more free time, less stress and better job satisfaction for you as a manager.

Adapted from “Viva La Revolution! The 5 C’s to Recruit, Engage and Retain in a Post Industrial World” by Kim Seeling Smith, a Sydney-based, international consultant on Employee Recruitment, Engagement and Retention. Visit http://www.KimSeelingSmith.com for more.

• What do you like best about working with Vector Technical, Inc.?
• Have we been able to provide the right match?
• How are we different from other companies you may have worked with in the past?

Give us your feedback today (we’ll even bribe you!)
Please take a moment to follow these two quick steps:

1. Visit our LinkedIn Company page and click “Follow Company” in the right sidebar.

2. Provide your feedback on the “Services” section of the Vector Technical, Inc. LinkedIn page.  Simply click “recommend” under the appropriate division and please feel free to share any comments.

And here’s the bribe:
As soon as you share your feedback and “follow” Vector Technical, Inc., you will be entered into a drawing for an Apple iPad.  Thanks so much for your feedback.  And if you would rather share your thoughts directly, please feel free to send a personal email.

Do you know what actions might put the kibosh on your quest? Here are 10 job-hunting mistakes to avoid.

1. Relying on online job postings
   The majority of jobs are snatched up before they make it to the Internet. If you sit back and wait for the right job to materialize on a job board, you’ll miss the best opportunities.

   The U.S. Department of Labor claims that 70 percent of jobs are found through networking, so dust off your contacts, reach out in person, by phone, or by email, and let everyone in your personal and professional spheres know you’re on the hunt.

2. Having unclear job or career goals
   Not quite sure what you want to do? Think you’ll know the right job when you see it? Would you travel a long distance without a map?

   Figure out what you want to do before beginning your search, and focus on a particular job, organization or industry. Job search focus will allow you to target ideal organizations and industries, craft a more powerful resume and better prepare for interviews.

3. Looking for any old job
   A recent job loss or layoff may make you feel desperate, especially in this economic climate. It’s rarely necessary to settle right away. Instead, give yourself as much time as possible to find the right fit.

   If you reach a point where you have to consider jobs you wouldn’t have considered in more robust times, look for a job that will make you happy and will allow you to learn something new.

4. Being unprepared for interviews
   Nothing will close a door faster than a lackluster interview. Start by learning everything you can about the organization. Second, familiarize yourself with common interview questions and prepare your answers until you can recite them in your sleep.

   Have a friend videotape you–your smartphone video camera will do just fine–so you can hear how you sound, see what you look like and make any necessary adjustments.

   Not all that interested in the job? Prepare anyway. It’s good practice, and the more you practice, the better you’ll get at the interview process.

5. Going ape with guerrilla tactics
   You want to be proactive in your job search, but you don’t want to come across as pushy, aggressive or overbearing.

   It’s fine to reach out once in a while to keep in touch, to network and to ensure potential employers don’t forget about you or your interest in their organization. But in-your-face ploys like monopolizing phone and email inboxes, not taking “no” for an answer or approaching potential employers on their way in or out of the office or in other places they hang out just creates bad feelings… and is a little creepy.

6. Passing out ineffective cover letters and resumes
   Your cover letter and resume are your first impression. A cover letter that is rife with grammatical errors paired with a resume that is unfocused and poorly formatted will make it no further than the trash.

   Rather than send generic copies of your resume, customize both your cover letter and resume for every job you apply for.

   The more specifically your skills, knowledge and experience match a particular job, the more likely you are to get a second look.

7. Sending a stock thank you note
   Avoid sending generic thank you notes or emailing them. Even worse? Sending no thank you note at all. Instead, a handwritten, personalized, sincere note will send the message that you value the time that was spent with you.

   What if the interview didn’t go well, or the job isn’t a good fit? Send a handwritten note anyway. You might run into that person again in a future job search, and a personalized note will increase the odds that you are favorably remembered.

8. Being unprofessional with your contact information
   Your friends and family might be okay with sending emails to partyanimal@xyz.com, and may be willing to endure Pink’s “Raise Your Glass” before leaving a message on your voicemail, but potential employers certainly won’t be.

   If your email or voicemail can be construed as offensive or immature, change it. If you don’t want to get rid of your personal email address, secure an additional, more professional one from a free account like Yahoo or Gmail. Change your voicemail so it simply states your name and phone number.

9. Not protecting your privacy
   Posting your resume and contact information on job searching sites can pose a risk to your current position. Many employers search these sites to determine if their employees are on the prowl for new opportunities, and if you don’t limit access to your contact information, you’ll be easy to find.

   Instead, arrange to allow potential employers to contact you through the job site, or set up an anonymous email through a server like Yahoo or Gmail.

10. Lacking commitment
    Looking for a job is… well… a full-time job. If you’re squeezing your search in between golf games and wondering why you haven’t landed your dream job yet, it’s due to your lackluster effort and lack of commitment.

    Hoping that something will show up is a fatal strategy in today’s job market. Today’s job searches require action. Put your job hunt at the top of your priority list, and give it the time and attention it deserves.

Eliminate the mistakes, get the job
According to a recent survey, 83 percent of employees plan to look for a new job this year. You can improve the chances of landing a new job by eliminating these common job search blunders.

By – Steven R. Brown

There’s no doubt that the most important asset contributing to a company’s productivity is the energy and efficacy of its employees. More than financial figures or public image potency, employee productivity is crucial. The importance of keeping your workers focused and dedicated can’t be emphasized enough–so how are you, as an employer, able to motivate your employees? The key element to remember is the idea that happy employees are motivated employees. You don’t need to throw money at people to motivate them; in fact, there are far more powerful inducements in the workplace.

Recognize and Utilize Individual Strengths
Pay attention to your employees’ work, and note the areas where individuals tend to shine. Perhaps you have a writer on your team, or a creative thinker, or an organizer. Note the specific areas where people stand out, and put those skills to good use with individual assignments. Your employees will know that you have paid attention to their work and feel encouraged to take pride in that recognized work. Targeting their individual skill sets tends to increase their satisfaction in the work they’re doing–and from your standpoint, it’s just good business sense to maximize the “resources” you identify among your team members.

Natural leadership is one of the assets you should assess among your employees; do you have a worker who tends to rally the team, keep meetings or projects on track, or focus problem solving in the group? All too often, people who display leadership skills are promoted out of the jobs where they shone and into “management” positions; consider, instead, how you could harness a natural leader’s talents without removing that individual from the job where they perform so well. A “peer leader” (as opposed to a “manager”) can strengthen a team from within rather than from above.

Positive Interpersonal Interactions
Never underestimate the power of a smile, a personable conversation, or a sincere compliment. People who feel valued and appreciated, and who know that their good work doesn’t go unnoticed, will continue to take pride in their work and do it well. Pleasant behavior can “go viral,” spreading through an office or work environment; a person who has just been complimented may walk away smiling and say something pleasant to another person. (Be aware that negativity can go viral just as easily, and have devastating effects on workers’ morale.)

Compliments on an employee’s work should be specific and individual. A blanket statement of “Good job, everyone” does not tell any individual that their contribution has been noted or appreciated. (Additionally, if there’s someone in the group who hasn’t contributed significantly, such a sweeping statement can actually foster resentment among those who did work hard on a project, and see the non-contributor equally recognized.) Generally speaking, workers are more likely to remain devoted to a job (even with lower pay) where they feel valued than in an environment (even with higher pay) where they feel their work isn’t appreciated.

Foster a Sense of Pride and Ownership
When your employees become personally invested in a project or product, they’ll be more motivated to give it their best work. Share goals and outcomes with your team–let them see the “big picture” and the results (or desired results) of their work. When you make the work meaningful to them, they’ll be more satisfied doing it.

Consider also the possibility of allowing some latitude in the execution of a project. Presumably you’ve hired people who really know what they’re doing, and you may be surprised by the creative ideas they bring to the table. Set up the parameters for a project, clearly communicate your expectations regarding the outcome, and let your team contribute their own ideas about how that might be achieved. Once again, if they’re personally invested in the process–as well as the outcome–that sense of ownership on their part will benefit you and your company.

Steven R. Brown is the CEO of Quality Communication Solutions. Quality Communication Solutions will provide the exact solutions you need for any type of speaking, writing, reporting, or presenting challenge that you may face. Both corporate and individual clients are equally welcome. Rates for services provided are comfortably affordable. Quality of the work provided will be unsurpassed. See: http://www.QualityCommunicationSolutions.com