These 5 Analytics Will Take Your Online Interviews to the Next Level

These 5 Analytics Will Take Your Online Interviews to the Next LevelHiring pros are always on the lookout for the most effective and efficient hiring strategies. In fact, 62 percent of companies believe that following the latest hiring trends and using modern tools are very important for growth hiring, according to our 2018 Growth Hiring Trends in the United States. One of the trends our respondents are excited to use this year is zugnglich interviews. With 31.2 percent sharing that they are considering using angeschlossen interviews in 2018, its time to focus on taking them out of the tool category and adding them as a strategic step in the hiring process. But doing this wont magically happen overnight. To further improve online interviews, the appropriate data must be analyzed. By understanding whats working, what needs improving, and what should be cut immediately, youll find your team making faster and smarter hiring decisions. Heres how you can pair analytics with your online in terviews to streamline the hiring process Analytics to Monitor1. Time to fill the positionTime-to-hire doesnt just impact your budget and in-office sanity. Its affecting who stays in your talent pipeline and the quality of candidates filtering through to your interview process. Understanding how long it takes, to fill positions is a great place to start. However, take that measurement a bit further and break apart your strategy into smaller chunks. Consider these questionsOne-way interviews can save time and increase candidate satisfaction. Thats why its critical to assess if youre offering them the most streamlined and efficient process possible while still giving them enough time to provide quality answers. Once youre confident the quality of responses isnt going to be negatively impacted by your efforts to improve time to hire, you need to consider the time-to-hire analytics controlled by the hiring manager, such asGetting a feel for candidates personalities and goals is essentia l. But if hiring managers are fast-forwarding through long, rambling answers, allowing candidates less time per answer will encourage clear and concise responses. Additionally, analyze if your team is getting through a feasible number of interviews per day. If you have a large team, its tough to fit multiple interviews in around everyones schedules. Remember, online interviews are flexible. You can record, take notlagees, and share with your entire team. So if collaborating in real-time is holding you back, dont be afraid to compromise by allowing some teammates to assess a candidates interview after its conclusion. 2. Cost per hireGoal number one hire the best employees possible. Of course, this should always be your number one priority. However, if youre not assessing the bottom line, the hiring process could put your entire company at risk. Thats why its critical to understand how to make online interviews work best for your team. To do this, analyze where you lose the most money throughout the entire hiring process. This could range from time spent in the early stages of conducting phone interviews, to paying for travel expenses during first or second round in-person interviews. After implementing online interviews for a quarter, reassess to landsee how much money youve saved by using the process and make further adjustments, as necessary.Reassess your onlineinterview process quarterly to keep improving cost per hire.Click To Tweet3. Application completion rateBoth one-way and live online interviews are meant to enhance and simplify the candidate experience. If youre not careful and conscious of the candidate experience, you may be making it a daunting task. Overcomplicating questions, having multiple steps, and involving too many people are just a few ways to force quality candidates out of your funnel. Find out how your online interviews are working for you by checking out the application completion rate. If candidates arent fully completing one-way onli ne interviews, see where theyre dropping out. Is it after a specific number of questions, after theyve been interviewing for a similar amount of time, or even after the exact same question? If youre not finding a problem directly in the one-way interview process, look to see how many people move on to the next step. By seeing exactly where candidates are dropping out of your online interview process, you can modify your process to increase your completion rate and enhance the overall candidate experience. 4. Candidate experience Analytics should never be limited to in-house numbers. Dont forget, todays job market puts the power in candidates hands dont let them use it against you. Find out what candidates like, dislike, and want to see in your online interviews. Get inside candidates minds by hosting a post-interview survey. Be sure to ask them questions directly related to both the online interview process in general and yours specifically. For example After gathering the candidat es feedback, you need to dig in even deeper to the analysis. Find out how different roles and role levels react to the virtual process. You may find one style of online interview improves the candidate experience for entry-level positions, but not for management or executives.Get inside your candidates mind with post interview surveys.Click To Tweet5. RetentionAccomplishing your ultimate goal of creating the most productive, well-oiled recruiting process is only possible if youre able to retain the employees you hire. Unfortunately, when you lose just one employee, it costs about 50 percent of that employees annual salary to replace them, according to a GA Partners analysis.Measure retention by comparing those who were hired by online interviews and those who werent. Then assess if a person is leaving or was terminated due to lack of skill and/or cultural fit. This guides you to understanding if your current online interview process is effectively uncovering how well an employee wil l fit with the company. What analytics do you use to monitor your online interview process? Let us know

4 signs your boss is bad for your health

4 signs your boss is schwimmschwimmbadeanstalt for your health4 signs your boss is bad for your healthThe bad boss has become a comedic part of work culture, permeating movies and television, but when you actually work for a bad boss, theres nothing funny about it.Researchers from the Harvard Business School and Stanford University meta-analyzed the results of mora than 200 studies to better understand the effects of stress in the workplace. They found that worrying about losing your job makes you 50% more likely to experience poor health and that having an overly demanding job makes you 35% more likely to have a physician-diagnosed illness.Job insecurity and unrelenting demands perfectly characterize the environment created by bad bosses, and the negative health effects measured by the Harvard and Stanford researchers are as bad as what are seen in people who are exposed to significant amounts of second-hand smoke.Bad bosses are more common than you think. Recent research from the A merican Psychological Association reported that 75% of American workers identify their boss as the worst and most stressful part of their job and 60% of US workers would take a new boss over a pay raise.People ask the difference between a leader and a boss. The leader leads, and the boss drives. Theodore RooseveltIts obvious that bad bosses have a disastrous impact on their employees health and productivity, so what do people working for bad bosses do about it? Not much.While 27% of people working for a bad boss quit as soon as they secure a new job and 11% quit without having secured a new job, an amazing 59% stay put. Thats an alarming number of people who are living with overwhelming stress and experiencing the trickle-down effects this has on their sanity and health.There are many theories as to why people keep working for bad bosses, ranging from Stockholm Syndrome to company loyalty. Sometimes its just comfortable couch syndrome, where putting in the effort to find a new job s eems too overwhelming.The problem is that the longer you stay with an abusive boss, the harder it becomes to convince yourself to leave and the bigger the toll it takes on your mind, body, and family. Thats why its important to know how to recognize the signs of a bad boss early on before youre sucked in so deeply that its hard to leave. Here are some critical things to watch out for.1. BelittlingSometimes its necessary for bosses to deliver feedback about your performance that isnt easy to hear. But some of them give you the strong impression that they enjoy it. They dont just give you important feedback, they relish the act of putting you in your place - even more so if they have an audience.While you dont necessarily want a boss who cant deliver tough feedback, you definitely dont want to work for someone who enjoys criticizing and blaming. If thats the kind of boss you have, get out quickly, for the sake of your health.2. Temper tantrumsLike everyone else, bosses have bad days. Pressure might make your boss lose his temper, but that shouldnt be happening on a regular basis. If your boss flies off the handle anytime something doesnt go exactly the way he wants it to, its time to reconsider your employment.Whether its directed at you, his bosses, or just the forces of nature, tantrums set a negative emotional tone that reverberates throughout your workplace. They make people timid and cautious. People stop speaking up and sharing their creative ideas because theyre afraid theyre going to get slapped back down.If you hear your boss yelling down the hall, and instead of thinking What in the world is going on? youre thinking Here we go again, then its time to move on.3. Unreasonable expectationsSome bosses see their employees the same way that young children see their teachers- as having no identity outside of their work. They cant quite wrap their minds around the importance of family obligations, hobbies, or anything else outside of the office that doesnt se rve them. These are the bosses that expect you to put in unreasonable hours that serve little purpose.If you get the feeling that youre disappointing your boss every time you leave for the day, then youre working in an unhealthy environment.4. Failure to lead by exampleIf theres one thing that drives almost all employees crazy, its a boss who doesnt walk the talk. Its extremely difficult to feel inspired and to take your job seriously when the person who sets your standards doesnt live up to those expectations herself.If your boss is a hypocrite, its time to go.Bringing it all togetherHaving a bad boss is more than just irritating - it can cause very real damage to your mental and physical health. So, if youve got a bad boss, stop telling yourself to buck up. Instead, do an objective tally of the toll its taking on you, and, if its time to go, get busy today.Travis Bradberry is the coauthor ofEmotional Intelligence 2.0and the cofounder ofTalentSmart.This article originally appeared onLinkedIn.

Customize this Outstanding Hotel Group Sales Manager Resume Sample

Customize this Outstanding bettenburg Group ausverkauf Manager Resume SampleCustomize this Outstanding Hotel Group Sales Manager Resume SampleCreate Resume Allen Taylor100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional Summary Proactive Hotel Group Sales Manager with a long history of successfully bringing high profile guests that lead to rooms filling up quickly. Stays in tune with current events to find opportunities and has developed hospitality processes for VIPs that have created an 84 percent re-book rate. Works hard to avoid letting any opportunity get by.Core QualificationsMicrosoft ExcelConsumer Analytical SkillsOutside And Inside SalesMarketing DevelopmentCorporate PresentationsAggressive Sales TechniquesExperience Hotel Group Sales Manager, November 2010 Present Bliss Hotel New Cityland, CAUtilizes a template to send proposals to conference organizations and large corporations.Generates a weekly call report that is given dire ctly to the director of sales.Manages an active outside sales schedule that results in regular bookings. Hotel Group Sales Manager, July 2003 November 2010 Greenway Hotel New Cityland, CASuccessfully maintained an aggressive outbound sales call regimen.Responsible for an increase in repeat corporate bookings of 10 percent over two years.Brought in two annual conferences that still book time at the hotel. Hotel Group Sales Manager, June 1997 July 2003 Halloran Hotel New Cityland, CARegularly followed-up with high profile clients to get new bookings.Established a lucrative network of referrals.Consistently met the special requirements for large, corporate customers.Education 1997 Bachelor of Science, Business Cray College New Cityland, CACustomize Resume

How to Research a Company You Want to Work For

How to Research a Company You Want to Work For How to Research a Company You Want to Work For Find out what key facts you need to know before going in for an interview.Before heading out for an interview at a company you’ve had your eye on, you should take time researching your potential employer. Otherwise, how can you be sure the company of your dreams won’t actually turn out to be a nightmare to work for?As a bonus, any research you do now into your prospective employer will pay dividends during the interview. You can always point to some piece of knowledge you uncovered, being careful to tie it into your skills and why you are the ideal candidate for the job.It is common to ask applicants why they want to work for the company during interviews. Going in armed with a few particulars will set your feet firmly on the path toward securing the position you desire.Here are a few things you’ll want to find out and how you can go about gathering the information: What They DoVery often, a company’s name does not necessarily make it clear what they do. If the position you a re applying for is in a department not directly related to what the company produces, it may not occur to you to investigate.You don’t want to find yourself working for a company when you don’t like or agree with what they do. This is where the company’s website can come in handy. Good places to check for this information are the “About” page or some variation of it. Why They Do ItThe reason why a business does what it does can provide you with valuable insight into values the company is based on and the passion that fuels the people who work there.A company’s mission can further inspire you get involved and be a part of the team.If you can adopt their mission and incorporate it into your statement of why you want to work there, it should put you in solid with the interviewer.Current EventsBeing aware of what is going on with a company can be beneficial for obvious reasons. Sift through the company’s social media pages to shed light on the culture of the company. Searc hing through news coverage can reveal recent accomplishments, releases, or issues you may find useful to incorporate in the interview.For further insight, you can also research the company’s key players. These members include but are not limited to department directors, CEO, and president. Other valuable resources include career websites. By visiting these pages, you can read what current and past employees had to say about working there.Other Questions to Consider: Here’s a quick list of other questions you may want to keep in mind while you are doing your research. How big is the company? How many employees do they have? Is the company international? Who are their closest competitors? Have there been any major changes recently (new CEO, widespread layoffs, corporate takeovers)? Does the company have a clear vision for the future? What major innovations, if any, is the company responsible for? How do its products or services rate? Are they high quality? Who buys their products or services? Having the answers to some of these questions fresh in your mind could come in handy during your interview - making you memorable enough to stand out from the sea of applicants.

Administrative Jobs - Compare Office Support Careers

Administrative Jobs - Compare Office Support Careers Administrative Jobs - Compare Office Support Careers Supporting professionals like doctors, human resources specialists, librarians and lawyers, are people who assist them in their work by performing clerical duties. Those who hold these administrative jobs keep their workplaces organized, do research, file and help maintain schedules. Educational requirements and training vary for these careers. You need only a high school or equivalency diploma and perhaps some on-the-job training to work in a few of these occupations. Others require post-secondary education, including a certificate, associate degree or bachelors degree. The chart below shows the median salaries for a few entry-level jobs, which is a key component in deciding which career path is right for you. 6 Administrative Jobs to Kickstart Your Career Below you will be able to compare job descriptions, education requirements, and median salary for clerical and office support occupations in law, medicine, and other professions. 1. Human Resources Assistant Human resources assistants keep track of salaries, benefits, address changes and changes to job titles as well as any other information contained within an organizations personnel records. While you can get a job with only a high school or equivalency diploma some employers will only hire job candidates who have an associate or bachelors degree. Human resources assistants earned a median annual salary  of $38,100 and median hourly wages of $18.32 in 2015. 2. Library Assistant Library assistants help librarians and library technicians do their jobs by performing clerical duties in a public, school, college or special library. They check in and check out books, process new material, return books and other items to shelves and collect fines. Employers will hire you if you have a high school or equivalency diploma. Some will even hire those who havent graduated. They will provide on-the-job training to new employees. In 2015, median earnings were $24,480 per  year or $11.77 hourly. 3. Medical Assistant Medical assistants perform administrative and clinical tasks in physicians offices. Many are responsible for both, but others only tend to one type of task.   You can attend a one-year medical assisting program at a community college, vocational or technical school or college to prepare to work in this field. Alternatively, you can earn an associate degree from a community college.   Medical assistants earned a median annual salary of $30,590 and median hourly wages of $14.71 in 2015. 4. Medical Secretary Medical secretaries prepare reports, organize medical records, process insurance claims and schedule appointments in medical offices. They also make arrangements for patients surgeries and hospitalizations. In addition to a high school diploma, you will also need specialized training in medical terminology if you want to do this job. Some employers prefer job candidates who have taken courses in office procedures. In 2015, medical secretaries median earnings were $33,040 annually and $15.89 per hour. 5. Medical Transcriptionist Medical transcriptionists create written documents from doctors or other medical professionals dictated recordings. Some work in physicians offices and have additional clerical duties. You can prepare to become a medical transcriptionist by completing a one-year certificate program at a vocational school or community college. There are also associate degree programs available. Medical transcriptionists earned a median annual salary of $34,890 in 2015. They earned median hourly wages of $16.77. 6. Paralegal Paralegals assist lawyers by helping them with a variety of tasks including preparing for trials, hearings and closings.  They also do  research and draft legal documents. You can choose from one of several routes if you want to become a paralegal. You can look for a law firm that will offer on-the-job training. That is the simplest and least expensive way to prepare to work in this occupation. If you want to increase your chances of getting hired, you can get formal training. If you havent yet earned a college degree, you can get an associate or bachelors degree from a paralegal studies program. If you have already graduated from college, you can get a certificate in paralegal studies. Paralegals earned a median annual salary of  $48,810 and median hourly wages of $23.47 in 2015. Comparing Administrative Jobs Minimum Education License Median Salary (2015) Human Resources Assistant H.S. Diploma none $38,100/yr. or $18.32/hr. Library Assistant H.S. Diploma none $24,480/yr. or $11.77/hr. Medical Assistant 1-year Medical Assisting Program none $30,590/yr. or $14.71/hr. Medical Secretary Specialized Training none $33,040/yr. or $15.89/hr. Medical Transcriptionist 1-year Certificate Program none $34,890/yr. or $16.77/hr. Paralegal On-the-job training, Bachelor's or Associate Degree, or Paralegal Studies Certificate none $48,810/yr. or $23.47/hr. Sources Bureau of Labor Statistics, U.S. Department of Labor,  Occupational Outlook Handbook,  on the Internet at  bls.gov/ooh/  andEmployment and Training Administration, U.S. Department of Labor,  O*NET Online, on the Internet at  onetonline.org/ (visited June 14, 2016).Explore more  Careers By Field or Industry

Stop trying to achieve work-life balance and youll actually get things done

Stop trying to achieve work-life balance and you'll actually get things done Stop trying to achieve work-life balance and you'll actually get things done A recent article by Olga Khazan in  The Atlantic  makes the case for embracing work-life imbalance.Almost every ambitious professional wants to juggle their priorities effortlessly, and somehow this skill seems to elude us all.Khazan quotes Brad Stulberg, coauthor of “  The Passion Paradox,” who recommends thinking of balance in terms of “seasons,” as opposed to hours in a day. “There might be a season where you’re writing a book, and that’s the thing,” Stulberg told The Atlantic. “There might be a season when you’re starting a family.” The allocation of your time and attention will look lopsided - and maybe it has to, if you want to do a good job at any one thing.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Stulberg’s insights recall time-management expert Laura Vanderkam’s musings on the “24-hour trap.”The trap represents the idea that a work-life balanc e has to happen every day - that every 24 hours must be neatly divided between your professional responsibilities and everything else you care about. And it’s a “trap” because it’s virtually impossible for many people to achieve, especially parents who hold jobs outside the home. A better option, Vanderkam says, is to think in terms of 168 hours, or full weeks. Even if you can’t fit in a full eight hours of work, two meals with your kids, and a date with your partner  every single day, you can probably make time for everyone over the course of  seven days. Some high-earning women work shorter days for part of the week in order to spend time with their familyVanderkam is the author of multiple books on productivity and time management, including “  I Know How She Does It.” In the book she writes that most people think of the week as Monday through midday Thursday. If they can’t fit all their personal and professional priorities into that time period, they feel like a terrible employee, a terrible parent, or a dysfunctional human being.Vanderkam urges readers to embrace Friday through Sunday as usable time, too. For one thing, you might want to  do some work on the weekends  so you can leave the office at a reasonable hour during the week. Or it could simply mean seeing the hours you spend with your kids on Saturdays and Sundays as an investment in your family, instead of discounting them.“Any given 24 hours might not be balanced, but the 168-hour week can be,” Vanderkam writes.For the book, Vanderkam had dozens of high-earning women  keep time logs, and she analyzed them for trends and surprises. Some women whose logs she analyzed deliberately worked long days part of the week and shorter days the rest of the week so they could be with their families.Perhaps the most important takeaway is that you can  still  be a good parent, or a good member of an organization, even if your days don’t look “balanced” in the traditional sense. So don’t necessarily assume you can’t pursue a career in consulting, for example, because it requires some travel and you have kids at home.With a little creativity, you can probably make it happen.This article originally appeared on Business Insider.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

7 tips on how introverts and extroverts can both flourish at work

7 tips on how introverts and extroverts can both flourish at work 7 tips on how introverts and extroverts can both flourish at work Being an introvert or extrovert at work can be challenging if your boss or coworkers have different personality types. Speaking up at an all-staff meeting might be intimidating for an introvert, but sometimes those  quiet qualities can benefit you  in the office. Or if you’re an  extrovert who works from home  and craves any sort of conversation (hello, delivery people!).  Faking an outgoing persona  can be exhausting for some while for others, it comes naturally. We asked co-authors of the book  No Hard Feelings: The Secret Power of Embracing Emotions at Work,  Liz Fosslien  and  Mollie West Duffy, about how to navigate the workplace when you’re an introvert or extrovert.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!1. For introverts: Prep for meetings ahead of time.To feel more comfortable speaking up at work meetings, spend a moment thinking about what you might say and then try t o chime in during the first 10 minutes. “Once you’ve broken the ice, it will be easier to jump in again. And remember, a good question can contribute just as much as an opinion or statistic,” says West Duffy.2. For extroverts: Try to engage with introverts in ways that are comfortable for them.“Give them time to come out of their shell, and when chatting with an introvert, let them finish speaking before you chime in,” says Fosslien. If you’re running a meeting, send out the agenda ahead of time via email so they can gather their thoughts. Try breaking into small groups to discuss ideas and report back to the larger team.3. Extroverted leaders should figure out their emotions before speaking.Says West Duffy, “Research shows  our brains respond more positively to empathetic bosses; when we feel a personal connection with a leader, we try harder, perform better, and are kinder to our colleagues.” West Duffy shares this simple breakdown to make feelings more concrete: â €œBecause of [insert the situation], I’m feeling [your emotion] and [another emotion]. Here’s what I’m planning to do next to make it better: [insert actionable steps]. And here’s what I need from you: [insert specific details]. What do you need from me?”4. Introverted leaders need time to recharge.Fosslien recommends taking  a “Shultz hour.”  â€œWhen he was in office, former secretary of state George Shultz protected one hour each week for solitary reflection with paper and pen. No one was allowed to interrupt him except the president or his wife,” says Fosslien. The solo session will help improve your mood and get you back to work refreshed.5. Take a vacation. Really!Fosslien and West Duffy advocate in their book for taking time off from work to help us stay healthy and productive. If taking a vacation makes you squirm, try what Fosslien does: One day every week, she does not let herself schedule meetings, calls, or even social events. This “off” day lets her c atch up on her work, so the rest of the week doesn’t feel quite as hassled. “If you can’t block off an entire day, try scheduling a few hours for focused work,” says West Duffy.