McLean Bible Church November 9th

McLean Bible Church November 9th Im headed back to D.C. for two presentations at Georgetown University.  Im excited to talk to two different audiences (with two different presentations), and will be able to slip in a visit at an awesome job club networking group referred to the Career Network Ministry at the McLean Bible Church. You can come to this meeting Ill be presenting at about 8pm on Tuesday night (November 9th). Click here for information on what the evening entails, how to RSVP, etc. Hope to see you there!  Please share this with your network! McLean Bible Church November 9th Im headed back to D.C. for two presentations at Georgetown University.  Im excited to talk to two different audiences (with two different presentations), and will be able to slip in a visit at an awesome job club networking group referred to the Career Network Ministry at the McLean Bible Church. You can come to this meeting Ill be presenting at about 8pm on Tuesday night (November 9th). Click here for information on what the evening entails, how to RSVP, etc. Hope to see you there!  Please share this with your network!

How Behavior Trumps Personality In Recruitment

How Behavior Trumps Personality In Recruitment Have you ever considered the impact of behavior in your business? Often the areas of biggest concern and challenge in a business are related to people and their behavior, but during the recruitment process, businesses tend to focus on the personalities of their team members instead of their behavior. When looking at pre-employment testing, personality profiling has traditionally been chosen over forms of behavioral assessment and whilst the insight into someone’s personality may be interesting, the fact that personality is static, means it is very difficult to do anything with that information. Behaviour, however, is something that can change, but people do tend to have dominant behavioral patterns. To put it simply â€" personality is intrinsically who we are, whilst behavior is how we do something. Dr. Robin Stuart-Kotze, professor at Oxford says: It has been maintained that personality becomes virtually fixed at about age five.” From a very small age, it is extremely difficult for people to change elements of their personalities, who they are, however they can more easily alter their behavior, how they do things, to flex according to the needs of a situation. Behavior impacts all aspects of our performance, everything from how we react to certain situations to how we handle feedback and how we use our energy throughout the day. You need different behaviors to be successful in different roles. Being able to understand and identify certain behavioral traits and pair them with the right job roles leads to increases in productivity, performance, and ultimately satisfaction, for both the employee and employer. It helps to first understand what kind of behaviors would be best suited to the job role you are recruiting for before you start the interview process. Key traits to consider ahead of and during the interview, to fit with the job role, might include reviewing if the candidate is process driven, or if they like flexibility and options. You might want to review what they are driven by â€" is it achievement, opportunity to take charge or affiliation with the people around them? Other things to consider might include reviewing if the candidate looks for the big picture or are they detail focussed? Are they solution focussed or more of a problem solver? Once you have established what behaviors would complement the role you are recruiting for, the questions you would usually ask during an interview are likely to change in line with this approach, to ensure you find the right addition to your team. There are many different behavioral patterns, but asking the right questions will help you to establish how each candidate would approach and carry out their work and how their dominant behaviors would fit in with the rest of your team. It is much easier to change how we do things than to change who we are. Firstly, you need to find and appoint someone with behaviors that fit a particular role, that will enable them to perform to their areas of strength, then couple this with skills, knowledge, and experience. If you recruit people with the wrong behavioral traits for your business, this could go a long way to explaining culture or performance issues. If you continue to hire people based on their personality and experience, which so many businesses are still doing, you may find yourself recruiting for the same position again in six months’ time. Whereas, if you focus on building your team around their behaviors, you will see a difference throughout the business. Your people and their dominant behaviors contribute to your business, and if they are a good behavioral fit for their role, this will drive increases in productivity, performance, retention, and revenue, all of which are key for business owners when running (and growing) a healthy business. About the author: Laura Weaving is the Founder and Managing Director of Duo Global Consulting, a behavior focussed consultancy that works with scale-up businesses in the UK and internationally to lead and navigate strategic change by creating cultures that attract, engage and retain high performing people. Laura has an extensive background in organizational culture, recruitment, people and HR strategy for growth focussed businesses.

When To Change Careers Or Jobs - VocationVillage

When To Change Careers Or Jobs - VocationVillage Recently I was quoted in an article about how you know when to change careers. I told the writer that I use a 80% guideline for work satisfaction. This means if a client isnt at least 80% happy with a career, job, or boss, there is work for us to do to get that number to 80%. This doesnt mean, however, that the goal is 95% or 100% satisfaction. I explained to the journalist that I learned through experience with thousands of clients that aiming for 95%-100% work satisfaction is a recipe for less overall happiness, not more.This is because in real life, work is not always blissful. There are routine frustrations in every occupational path. If you expect your work life to be different than this, you are probably setting yourself up for chronic frustration. Think about the people you know who are happiest in life. They are likely the ones who can tolerate some unpleasantness or keep a sense of humor in the face of small grievances, not the ones who express constant outrage because of mi nor annoyances. In evaluating career or job satisfaction, the key is to find or create work that is sufficiently meaningful that you are OK with some ups and downs in your day-to-day professional endeavors.If your overall work satisfaction is below 80%, you can fine tune the job you have to make it better, find a new job, or change career direction completely. Sometimes you might need a new boss or a different work schedule. Another possibility is that you need to work through some burnout to regain enthusiasm, or shift your perspective to view situations in a more positive light. If you are confused about whether you are judging your current situation too harshly or not enough so, getting some input from friends, colleagues, or an objective career expert might be helpful.Want additional tips on whether to change careers? Read 6 Signs Its Time To Change Careers.

Nanny Job Description Sample - Algrim.co

Nanny Job Description Sample - Algrim.co Nanny Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources Nanny Cover Letter Sample Nanny Resume Example

Charlie Taylor How to make young employees feel valued in the workplace - Debut

Charlie Taylor How to make young employees feel valued in the workplace - Debut Its #EmployeeAppreciationDay and today, weve been reflecting on our mission to make the working world a better place for young people. Its so important that the Debut CEO Founder himself, Charlie Taylor has written his first-ever Insight article. No matter how many bean bags, free beers on a Friday or other perks a company invests in, if employees don’t feel appreciated and are not provided with opportunities for personal development, then top talent will walk out the door. This is particularly true when thinking about current graduates and entry level employees; young people entering the workforce are very vocal about the types of perks they expect from a company and trust me when I say they’re not all looking for free brunch and prosecco! In fact, given the highly competitive job market graduates are entering, showing appreciation for this workforce from their initial application through to a longer career, is of the utmost importance. As we discovered in Debut’s Guide to Interview Etiquette, 77% of 18-23 year-olds believe it should be a legal requirement for an employer to provide feedback after a face-to-face interview, indicating that even a base-level of respect for the time and energy they have invested in a company, even without the promise of employment, needs to be considered. But how can companies better value entry level and graduate employees after a job has been offered? How can managers and HR professionals ensure all employees feel respected and appreciated during the onboarding process and beyond? Having worked in the graduate recruitment market for a number of years, my time since launching Debut has been spent connecting with graduate employers, students and recent graduates themselves. Here are my top seven insights into how a company can show its entry level and graduate employees they are truly appreciated: Remember the basics: Companies are built on people One of the most important things for me when starting Debut was ensuring I had the right team around me; from senior members of staff right down to our interns. As a CEO of a small (but growing) company I am always highly aware of how crucial happy staff at every level are to our success and this needs to be remembered in every business, from start-up to multinational. Employers also need to consider investment in employee mental health. The current generation of students and graduates are dealing with mental health more publicly than ever before, and want to know that employers are open to this discussion and have their best interests at heart. Attract them differently: via mobile Employers need to prove that they are in touch with the modern workforce and not shackled to archaic recruitment practices. This generation is the most mobile-savvy ever, so it’s important to show you are willing to embrace change and innovation. One way of doing this is to provide the best candidate experience possible, for example by ensuring the process is mobile, looking at candidate strengths using psychometric assessments and most importantly bringing opportunities to them. If an employer is able to demonstrate that they understand what drives and engages young and graduate employees, and actively seek them out on platforms such as mobile apps, they will feel all the more appreciated. Young people like to have a cause Research has shown that today’s youth are more politically active, culturally aware and charitable than any other generation, so show them that you are in touch with what matters to them. Companies need to show that they don’t work in a silo, but are instead invested in bigger issues such as charity and equality work. Young people are attracted to employers because of their position on corporate social responsibility. According to a survey carried out by Cone Communications, 75% of 18 25 year olds would take a pay cut to work for a responsible company, compared with an average of 55% across all ages; while almost two-thirds would not accept a job from a company without strong CSR practices. Additionally, 83% would be more loyal to a company that helps them contribute to social and environmental issues. This means companies can no longer exist in solitude, but need to prove they are willing to support what their employees particularly entry level talent hold dear. A  flat hierarchy  is hugely beneficial Listening to what young people want also needs to be reflected internally, not just through charitable work, to show they are appreciated. One thing we pride ourselves on at Debut is everyone’s ability to have their say and this needs to be the same in every business. Today’s graduates are hugely ambitious and have a lot of insight to give. As digital natives, these young people bring with them new skills that employers need; prove that you value the ideas of entry level and graduate employees by giving them the platform to make a difference with a flat, accessible, hierarchy. Feedback, feedback, feedback Young people want and value frequent feedback at every stage of their career. Rather than only providing annual reviews, being more transparent is crucial to ensuring young workers feel valued and appreciated. It is important for employers to give honest feedback in real time and highlight positive contributions or improvements on key competencies. Although pay is a big factor in job satisfaction, most 18-25 year olds will be happier in the workplace if they receive constructive feedback from their managers. Regular meetings and progress reviews with their line manager is likely to make them feel valued. Allow them to manage their own time According to the Deloitte Millennial Survey 2017, young people believe that flexible working arrangements support better productivity and staff engagement, while enhancing well-being, health and happiness. They work well with clear instructions and concrete targets; if employees complete the task? Give them the freedom to have a flexible work schedule. Mentorship along with autonomy Finally, along with providing them the platform to make their ideas heard, companies also need to provide a good foundation to support this workforce. With research showing that two out of three employees change jobs because of a lack of training and development opportunities, showing tangible appreciation in the form of individually tailored training opportunities for every team member, no matter their age, position or length of employment, is 100% necessary. Download Debut  and connect with us  on  Facebook,  Twitter,  and  LinkedIn  for more careers insights.