Leadership

4 Signs of a Self-starter

By | Leadership | No Comments

When you inquire about how some business organizations maintain their productivity levels, you may find that those organizations have C Suite officials who take proactive measures in completing the company’s projects. These people are self-starters.

Self-starters are usually people who show positive attitudes to work. They are filled with great energy when carrying out tasks. They are also enthusiastic, innovative, and have initiative. More often than not, they stand out in any organization because of their performance and productivity.

They are not hard to identify in an organization because they have the zeal to work and take the forefront in completing the company’s projects. Below we outline the signs and features of a self-starter.

They Have a Winning Mentality

A self-starter usually has a winning mentality. They believe they can complete tasks successfully, and they are always ready to take responsibility to achieve positive results. When they are faced with some challenges in the process, they develop new strategies and ways to combat the problems.

When no one knows how to carry out a complex project, a self-starter may likely be a problem solver. They may map out plans tailored towards tackling complex tasks.

They are Not Weakened by Failure

A self-starter sees failure as an opportunity to learn and correct mistakes. When Plan A fails, they switch to their fallback plan. A self-starter individual knows that failure is part of the journey to success.

They, therefore, worry less about failure because their target is a success. They are the people you can rely on if they are in your company’s C Suite role.

They are Naturally Motivated 

An organization succeeds when they have workers who are naturally motivated to work. A self-starter is a product of zeal and motivation. They also encourage other team members through their positive attitude to work.

Naturally, a self-starter loves what they do because of their innate motivation and passion. Through this, they have passion for the company’s vision, the same way the company owner might do.

They are Usually Leaders

Leadership requires some particular skills. Taking responsibility and completing it are some of these skills. A self-starter, through their maximum performance, assumes leadership positions in an organization.

There are numerous factors why they are usually regarded as leaders.

  • They are diligent about work.
  • They motivate and encourage team members in the completion of tasks (team-oriented).
  • They do not see failure as an escape route from responsibility.
  • They are problem solvers.
  • They are result-driven.

Above all, these signs above are an indication that a leadership position in a company lies beyond the three-letter words, e.g., CEO. It relies solely on how an individual shows great energy and enthusiasm to work; how they take an initial step in getting a task done successfully. Most importantly, it also impacts how you can boost the morale of your team members.

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Executive Interviewing

Executive Interview Tips To Help You Shine

By | Interviews | No Comments

Before preparing for an executive-level interview, it’s always a good idea to think about how it will be different from interviewing for an entry-level position. First, the questions will add another degree of difficulty because hiring managers determine your potential in the post.

Next, if you want to shine, you have to communicate your leadership skills, ability to implement change and cultural fit to the organization. Use these tips to prepare for job interviews.

Executive Interview Tip #1: Conduct Research

Some basic interviewing rules can still be applied, like dressing the part and researching the company. Competence and confidence are crucial to making a positive impression at these high-stake interviews. And the more research that you do in advance, the more confident and competent you will be.

Look at its website, press releases, and social media accounts to learn about its history, leaders, and other trends. Researching can also help you learn about the background of those people interviewing you and discover any standard connections that can help you stand out.

#2: Practice Difficult Questions

Since executive-level interview questions are more geared toward determining your ability to lead teams, preparing for some more challenging questions is essential. The odds are good that you will be asked some variation of these questions:

  • What is your leadership style?
  • How would you encourage an unmotivated team?
  • What is something that you would change about this company?
  • What is the most challenging part of being an executive?
  • What are some of your weaknesses?
  • How do you create and improve core competencies?
  • How do you conduct employee evaluations?
  • Why are you the strongest candidate for this position?

Create an engaging story and provide specific examples for each question highlighting your management style and strategic vision. This will help give the interviewer insight into your thought process, attitude and priorities.

#3: Ask Insightful Questions

Perhaps the best way to demonstrate your knowledge about an organization and interest in the job is by asking thoughtful questions. Don’t hesitate to ask why the position is available and how they measure success to confirm it’s a good match for you too. Then, inquire about the most significant issues that the organization is currently facing.

The key takeaway is that the hiring process will be more intense for highly compensated roles like these. Executive interview tips we listed here can aid you in overcoming potential challenges so you can show you are the most confident, competent candidate on the market.

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Recruitment Strategies

Recruitment Strategies to Get the Best Candidates for Your Organization

By | Hiring Strategies | No Comments

It takes a combination of creativity and diligence to win the war for talent. First, determine what the unique benefits of working for your organization are. Then use them as a selling point to potential employees.

Continue to leverage social media profiles for researching and evaluating the best candidates. Below are some valuable recruitment strategies to help you.

Treat Candidates Like Customers

The hiring process is about more than screening candidates. Potential employees also use this time to determine if you are a good fit for them. Since making a positive first impression is the key to winning and retaining customers, it can be a powerful hiring strategy too.

Be open-minded and realistic when it comes to creating job postings and interviewing candidates to reduce bias. Then, similar to how you would treat your customers, make them feel comfortable and respect their time. Remember, the best person for the job won’t always have the bells and whistles you’re looking for. It’s usually better when they can learn and grow into the role.

Use Social Media as a Recruitment Strategy

Social media is quickly becoming one of the most powerful recruitment tools out there. It’s also one of the most cost-effective ways to streamline the hiring process. A majority of organizations are investing more time and resources toward increasing their social media presence for multiple reasons:

  • More job visibility – Social media expands your reach and provides access to vast pools of talent.
  • Higher quality candidates – It helps companies boost diversity recruiting.
  • Increased brand awareness – A strong social media presence promotes trust among potential employees.
  • More value from hires – Social media enables you to target certain professional groups for available job vacancies.

Using social media to get the best candidates is a win-win because it shortens hiring time while reducing the cost.

Attend Industry-Related Meetups

Most companies already attend industry meets to learn about the latest trends, share ideas, and network. These events also tend to get overlooked for having pools of active and passive job candidates. A growing number of hiring managers are using non-traditional recruitment strategies like this and others, including artificial intelligence, virtual reality, and text recruiting apps to get the best candidates.

You can’t have a successful business strategy without recruiting the right talent. Hiring the wrong people leads to reduced productivity and dissatisfied customers. Fortunately, these strategies can help get the best employees to your organization, benefiting all parties involved.

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Millennials

Five Ways to Keep Your Millennial Employees Happy

By | Industry Trends | No Comments

To say millennials are important in discussions about staffing in workplaces today is a huge understatement. The reason for this is that there are 1.8 billion millennials (which make them a quarter of the world’s population) in the world.

They make the majority of today’s workforce. Moreover, according to the US Bureau of Labor Statistics, millennials will form 75% of the US workforce by 2030.

Therefore, if you are an employer looking to hire millennials, here are five things it is highly recommended you take note of.

How to Keep Your Millennial Employees Happy

  • Create A Connected Office

Millennials are regarded as the dot.com generation for a good reason. They grew up around the time the internet started to exist. They not only grew up on the internet, but they also live there, and it defines their lives and interests.

If you want your millennial employees to enjoy your workplace, you do not only have to give them access to the internet and the digital space, but you also have to ensure that their work duties and functions allow them to use their knowledge of the digital area and the internet.

  • Make your office diverse and inclusive

By being connected to the internet, millennials are used to conversations with people of different ethnicities, races, and beliefs. They are not only used to diversity; they think of it as the only way to live.

Many millennials claim that they find workplaces with a lack of diversity bizarre and difficult to work in. Thus, if you want to keep your millennial employees happy, make attempts so that diversity is or becomes a priority for your office.

  • Support Causes

Again, millennials who have grown up around the internet have seen plenty of people advancing several causes. As a result of this exposure to advocacy, supporting ethical and charitable causes is second to the average millennial in the US. Many millennials support several reasons or even do advocacy for grounds themselves.

Thus, if you want to keep your millennial employees happy, ensure that you support their favorite cause or charity.  You can also make volunteering a part of your office activities and get your employees involved in community service.

  • Give them Job Training and Development Benefits

Since millennials are in constant communication with people worldwide, they can constantly compare themselves with those who are in the same industry in terms of employment metrics, like working conditions, wages and opportunities for personal development.

Millennials are more flexible than any other generation preceding them. So, you have to challenge them with pieces of training and personal development opportunities that allow them to improve themselves, or they will get bored at your workplace quickly.

  • Above all, care about their wellbeing

Millennials are aware of the implications of work on their health more than any generation before them. It is not just physical health for them. Millennials are now also aware of their mental health. One of the criteria that millennials seek out when they apply to jobs is their mental health.

The Covid-19 pandemic has affected everyone, and thus, a lot of millennials are not only looking for workplaces that offer physical wellness programs. They are also after emotional wellness programs for when they are working remotely and isolated.

Simply put, millennials are the workplace leaders of the future, and how happy you keep them is what determines the long-term survival of your business. As an employer, it is mandatory you ensure that your millennial employees are not only challenged but satisfied in all regards.

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