Written by: Taylor Simmons, Horizon Point Consulting This time of year is always crazy busy with upcoming graduation and new beginnings for recent grads. Job search is on the top of their lists. I often get inquiries about resumes, cover letters & job search strategies in the spring. So, I thought a blog post addressing secrets for the job search would be timely. But first, I want to share a quick story. A couple of months ago, I worked with a client who was approaching college graduation. She was a treat to work with; she had a wonderful attitude, great
Written by: Taylor Simmons, Horizon Point Consulting A friend of mine once shared with me a story of leaving a job to pursue one that seemed like a great opportunity. Soon after taking the new job, she discovered the culture was a nightmare. The company owner had terrible temper and was not necessarily following appropriate guidelines for the business they were in. Needless to say, it was not a culture fit for her and she moved on to find another job. When determining your next career move, culture should definitely be a considering factor. In the next few weeks, we
The job market is hot right now. As mentioned in a previous post about targeting passive candidates, there are more job openings now than there are people to fill them. So how do you get a candidate’s attention for your job when you post it? Obviously, some things to consider are where you post it (and hopefully you aren’t just posting and praying) and how you are advertising/boosting your post within those sites. But one thing we often neglect to consider is the actual title we place on the job when we post it. Most often, we just pull the
Written by: Lorrie Howard, Horizon Point Consulting We recently switched dentist offices. With three boys I always try to schedule their appointments at the same time and that normally means being handed a clipboard loaded with forms; one set for each child. To my surprise, when I walked up to the receptionist to sign in, she asked me to look at a computer screen on the counter and “fill out” their paperwork. On each screen, the information was pre-filled. All I had to do was make sure it was correct and click through the screens, then use an electronic signature
Guest blog written by: Taylor Simmons, Horizon Point Consulting When you look for a new job , whether it’s out of necessity or because you’re ready for the next thing, it’s usually a stressful time. When stressed, many people fall back on what they’re used to. And if you’re used to exaggerating on social media, you may not realize the extent to which this language bleeds onto your application, which can make you unlikable—or worse. Read more about this subject here: Social Media Is Ruining Your Chances On Getting a Job, But Not In the Way You think!
Guest blog written by: Taylor Simmons, Horizon Point Consulting Interviews are tough – both for the interviewer and the interviewee. I’ve had the pleasure of facilitating both in-person and phone interviews and frequently coach clients to prepare them for interviews. Thinking back to my personal experiences in interviewing for jobs, two in particular stand out. One was with a large organization that was quite intimidating. In the waiting room, I sat along with several other candidates interviewing for the same position. When called into the conference room, I sat on one side of the table while 5 individuals in suits
Guest blog written by Taylor Simmons, Horizon Point Consulting Now more than ever, companies are utilizing LinkedIn to seek out job candidates. They aren’t looking at the ones who have “job seeker” in their profile. Organizations are seeking passive candidates that have desired skills, endorsements and connections to reputable individuals and organizations. Here are 5 tips for getting the best out of your LinkedIn profile: Tell your story. Your summary should include a brief history of your career emphasizing your key skills and accomplishments. I often recommend using the “summary of qualifications” from your current resume. Include all key skills
Ask any HR professional and they will tell you that “diversity and inclusion” as we like to call it is trending in our world. In fact, Deloitte’s 2017 Human Capital Trends Report points to this rule of work by emphasizing that, “Leading organizations now see diversity and inclusion as a comprehensive strategy woven into every aspect of the talent life cycle to enhance employee engagement, improve brand, and drive performance. The era of diversity as a ‘check the box’ initiative owned by HR is over.” The issue is so big, its no longer just HR’s job. But as business professionals,
I know of two people who have left their job in the last year because they felt like they were slighted when it came to how their company handled incentive pay. Both of them- one working for a global behemoth of a company and one working for a family start-up- were promised things when it came to incentive compensation and then the rules were changed on them in the middle of the game, thus slighting them in pay they felt they were entitled to. And I can think of one company owner who is a friend that has tried and
In my first gig out of college as a corporate recruiter, I had responsibility for the grind of hiring classes of customer service reps. Volume recruiting at its finest. When I was trained by a co-worker on the company’s process for screening applicants, my fellow team member told me that the process used to include screening people out who were “job hoppers”- those that shown through their resume- couldn’t seem to stay at one job for more than a year or two at a time. Then the lawyers got involved and told us we couldn’t screen people out for that.