Wednesday, November 27, 2019

Use Behavioral Interviews to Build Team Diversity

Use Behavioral Interviews to Build Team DiversityUse Behavioral Interviews to Build Team DiversityUse Behavioral Interviews to Build Team Diversity PofeldtIts hard to imagine the Green Bay Packers trying to recruit a kollektiv where every player welches just like quarterback Aaron Rodgers or linebacker Clay Matthews, great as these players are. Pro-football coaches know that winning is about having a diverse team, where members each contribute something unique.The saatkorn holds true in the workplace.Many managers understand this and try to use behavioral einstellungsgesprchsto select the applicants with the best qualifications for each individual job.In behavioral interviews, candidates are asked how they handled past situations, giving you a sense of how they will think and perform in the future.However, the recent trend toward hiring employees for culture fit how well they fit into the existing office vibe can sometimes work against achieving the team diversity companies want, e ven when firms rely heavily on behavioral interviews to select their team, experts say.The Diversity AdvantageIn asking high-performing employees to tap their professional networks for new recruits like themselves, firms sometimes end up with a group that is lacking in the fresh perspectives and diverse experiences that foster innovation.The challenge, especially for small businesses, is we have a propensity to hire people like ourselves, says Domniki Demetriadou, director, process management, assessments and recruitment services at The WorkPlace Group, a provider of outsourced and strategic recruiting solutions in the New York City area.That can cause firms to fall behind more diverse competitors. McKinsey Co. found in a 2015 report that companies that are in the top quarter for ethnic diversity are 35% more likely to achieve financial results better than the national median for their industry than less diverse peers. Firms in the top 25% for gender diversity are 15% more likely t o beat the median financial wertzuwachs for their industry.The good news is that by using best practices for conducting a behavioral interview, it is possible to identify candidates who are good culture fit while also building team diversity.These tips will help get you started.Know what values matter to your firm. Getting clear on the core values that define your company culture and putting them in writing will help you craft behavioral interview questions that reveal whether candidates are in sync.In general, when you are looking at someone to see if they are going to be a good culture fit, you want to see if they have a similar value system to the owner or, if its more of a midsize company, the executive committee, says business psychologist Dave Popple, president of Psynet Group, a management consulting firm in New York City that helps companies select talent.Once you see they have the same values and purpose, you start to look for diversity. Youre looking for people to be very similar when it comes to value choices and very different when it comes thinking style, personality, and so forth.Map your interviews in advance. When you are hiring for culture fit, the best behavioral interview questions will give candidates a chance to share stories about how they have demonstrated the values your company prizes or not, experts says.Include these questions in a written interview guide for your team to use for each candidate, along with a scoring system that rates certain types of answers on a scale of one to five.The value of an interview guide is everyone who is interviewing is on the same page, says Baltimore-based leadership consultant Karin Hurt, CEO of the consulting firm Lets Grow Leaders, and a former Verizon Wireless executive with experience in menschenfreundlich resources.Lets say one core value at your firm is keeping customers happy,no matter what it takes.A good behavioral interview question might be, Tell me about a time you had to deal with a custo mer service problem but couldnt resolve it within current company guidelines.In the interview guide, you might award the highest points to candidates who found smart workarounds to company rules, within the bounds of what the firm deems acceptable.You have a context to compare the candidates response to what works within your company or is valued, Demetriadou says.Ask right-size questions. The right behavioral interview questions can also help you select employees who will fit into your size company. For instance, if you run a startup and want to make sure candidates have the roll-up-your-sleeves attitude to get things done, you might say, Tell me about a time you had to build something from scratch. What was the process? How did it go? says Hurt.Someone who cant come up with such examples or offers very superficial ones might not be a good fit for your firm.Build checks and balances into the system. Companies tend to miss out on hiring diverse candidates in the behavioral interview process when interviewers default to hiring people who just click personally, say experts. Such snap decisions can leave other qualified candidates, including those who might bring welcome diversity, on the sidelines.To avoid that trap, arrange a panel interview before making any final hires and spending five or 10 minutes afterward with colleagues to discuss how the candidate performed.Hurt realized the strength of this approach when she was leaning toward hiring a candidate with rich experience in a specific technical area, and her team, during the panel interview, voiced strong support for a different candidate.They felt this person had a diversity in background that would really complement the team, she says. They felt he was really passionate about leadership and creating cultural change, which was something we were really trying to do at the time.Ultimately, Hurt didnt go with her gut instinct but with the candidate her team picked and never regretted the choice. After all, s he explains, he was going to be their peer.

Friday, November 22, 2019

How to Strategically Play the Job Hunting Game

How to Strategically Play the Job Hunting GameHow to Strategically Play the Job Hunting GameThe job market is tough and competitive and job hunting can become a hectic routine unless you understand how to strategically play the game. Here are a few tips every job hunter should knowAlways keep trackYou should always keep track of the information youre collecting and write it down in one place when you start applying for jobs. This should include important details like the name of the companies youve applied to as well as the positions youve shown interest in pursuing. This will help keep track of and evaluate yur job hunting efforts as a whole.Promote by building reputationIts not a bad thing to promote yourself, and you can do it without coming off as an egotistical person. Create a portfolio of your work and then share it on social media. It will showcase your skills and hopefully help you land a job that matches your qualifications. It also shows potential employers that you are se lf-assertive and proactive.Build out your LinkedIn profileIts important to have a professional profile on LinkedIn as it give employers an easy way of reaching out to you because they can see what you have to offer them right there on your profile page. We can help you build out a profile that will showcase your best qualifications.Create an impressive resumeIts sad to say but many job seekers never make it past the ATS (Applicant Tracking System) so they dont stand a chance at getting their resume in front of the recruiter. We can help with that as well because every Executive Drafts resume is reviewed by a recruiter, hiring manager, and professional writer to get you past the ATS and help you land a great jobContact us for a complimentary resume critique today, and youll see whyForbesnames us one of 15 websites to jump start your career. Our clients believe were the top resume service, and you can read their reviews onYelp Lastly, were active in the Reddit community, where we crit ique hundreds of resumes. You can find our commentshere.

Thursday, November 21, 2019

Tips to Make the Most of the Adobe Summit Conference

Tips to Make the Most of the Adobe Summit ConferenceTips to Make the Most of the Adobe Summit ConferenceWhether youre new to digital marketing or an expert in the field, you wont want to miss the upcoming Adobe Summit- The Digital Experience Conference. Youll learn about the latest trends in the experience business, and gain insights, tools, and techniques into this growing area of importance for companies. This years conference, taking place March 2628 in Las Vegas, will feature more than 300 sessions and labs, inspiring keynotes, in-depth training, and networking opportunities for digital marketing professionals. In addition, Marketo Marketing Nation has a new home at Adobe Summit.At Summit, youll have the chance to connect with advertisers, analysts, content managers, digital marketers, marketing executives, and publishers.Adobe Summit speakersThe impressive lineup of keynote speakers for Adobe Summit includes Adobe President and CEO Shantanu Narayen Microsoft CEO Satya Nadella SV P of Marketo at Adobe Steve Lucas New Orleans Saints quarterback Drew Brees and actress, producer, and entrepreneur Reese Witherspoon.Other speakers and session leaders include Cathy Hackl, futurist at You Are Here Labs David DeVore, founder and CEO of Story Ports Dr. John Grotzinger, chief scientist and head of strategic planning at NASA Jay Baer, president of Convince Convert and Angel Singh, director of analytics and experimentation at Albertsons Companies.Something for everyoneWith more than 300 sessions and hands-on labs across ten different tracks that you can mix and match to create a personalized schedule, theres something for everyone Tracks includeAdvertisingAnalytics Data ManagementContent Experience ManagementDesign-Led Customer ExperiencesEmail Omnichannel MarketingExperience-Driven Commerce with MagentoMarketing InnovationsPersonalizationPlatform, Machine Learning EcosystemB2B Marketing with MarketoRegistering for Adobe Summit? Use discount code S19TCG for $200 of f your registration fee.Session highlightsHere are just a few of the exciting session topics available to attendeesAnd these are just a few examples of the outstanding session topics available at Adobe Summit. Dont miss outImage courtesy of Adobe.Dr. John Grotzinger, NASAs chief scientist, will lead a session about achieving the impossible with strict deadlines, multiple stakeholders, and geographically dispersed teams to achieve something that has never been attempted before.AR expert Cathy Hackl will lead a session on augmented reality and the future of marketing. Discover what every marketing and creative professional needs to knowJay Baer, president of Convince Convert, will talk about how to turn your customers into volunteer marketers.Sammit Potade, Adobe technical architect, and Ben Snyder, Under Armour functional analyst, will join forces to demonstrate how Under Armour uses Adobe Experience Manager to maximize the performance of digital asset management.Hootsuite CMO, Penn y Wilson, will lead a session on unlocking the value of social media and achieving a return on investment beyond marketing.Collin Whitehead, head of brand studio at DropBox, will discuss how marketers can build empathy for the creative process while helping creative teams understand marketings business strategy and needs.Sarah Kennedy, VP of marketing and digital experience at Marketo, an Adobe company, will highlight the ten things to know about Marketo and B2B marketing.