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Look Within For Your Hidden Talent August 25, 2014

Posted by Darwin in Uncategorized.
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It does sound like a phrase from a martial arts movie, but looking within for your hidden talents comes into play when hiring for your company. ¬†When it comes to finding talent for your company, there are many places to look. Online job boards, social media sites, and even in the application pile that’s stacked sky high on your desk are all places that you’ll be sure to find job candidates.

But one place hiring managers often fail to turn to is sitting right in front of them; internally.

You know your workers better than anyone. From their work ethics to their ability to show up every day on time, use these insights to determine whether or not anyone from within would be worth pushing up the ladder. Not only does promoting an internal worker take away from having to recruit someone on the outside, it will also prove to be less expensive in terms of training.

To make sure you’re getting the most out of your internal hiring efforts, make sure to follow the three tips outlined below.

Create a Plan that Promotes Internal Hiring
If you want to move your internal employees up the ladder, you must have a plan in place that recognizes their talents. You must also have a plan that informs these workers of available positions. There are many instances in which your top worker would have agreed to move up in the ranks had she known there was a position open.

Give Your Best Workers Reasons to Stay
If you want your top talent to stay with you, it’s a good idea to give them reason after reason. From paid vacation time to showing them they have opportunities to be promoted, there are many ways you can keep your best workers on board. Also, keep in mind that promotions should be offered at all levels. After all, without the little man, your company might just fall apart. From janitors to accountants to marketing directors, internal hiring can take place from the bottom of the totem pole on up.

Use an Applicant Tracking System
Regardless of your current hiring processes, using an applicant tracking system is of the utmost value. If you’re already using one, then that’s great. Just make sure that it allows you to limit open position announcements to internal employees. After a certain period of time, then you could open up permission for outside applicants to apply, but before doing so, you should want your current workers to have first dibs.

The Takeaway
The next time you’re looking to fill an open position, first take a look at what you’ve already got, and see if any internal workers will be a good fit.


Learn How to Hire From a Celebrity August 7, 2014

Posted by Darwin in Uncategorized.
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Celebrities often seem to exist in a different world, where landing a job has nothing to do with writing a good resum√© or getting a college education. So unless you’re in the entertainment business, Hollywood might sound like a bizarre place to seek hiring advice. However, recruiters and hiring managers can actually learn a valuable lesson from one of the world’s most famous women. Oprah Winfrey has spent decades in the TV industry, but her career might not have happened at all if it weren’t for some savvy and forward-thinking employers.

Oprah Winfrey’s unlikely success story
Winfrey wasn’t always a household name. In the late 1960’s, she was a Mississippi teenager who suffered abuse, the death of her infant son, and addiction to crack cocaine. That life of poverty is a far cry from the one she leads now, but it wasn’t luck that turned her world around. She was so determined to make a better future for herself that she started working in radio in her twenties, hoping against all odds to land a job on TV someday.

In 1983, she did just that. Right after she started hosting a morning news show in Chicago, it climbed to the top of the local ratings chart. That’s when major production companies began to notice this unexpected dynamo: a young black woman from the South with a growing audience of loyal viewers in the Midwest. She landed her own, nationally syndicated daytime talk show, and networks across the country made the decision to pick it up.

At the time, executives were taking a huge chance on her. They had no way of knowing that she could appeal to a mainstream audience, or that she could segue her news broadcasting career into the lighter world of daytime TV. Of course, history speaks for itself, and Oprah Winfrey went on to revolutionize the entire TV industry.

Her climb to success didn’t just take her from poverty and abuse to immense wealth and adoration, though. It also gave her the opportunity to change countless lives, from the audience members she lavished with gifts to the entertainers who followed in her footsteps. Today, for example, an openly gay woman is the top-rated daytime talk show host. Ellen DeGeneres followed Oprah’s example in her own successful show, from generous giveaways to intimate interviews with A-listers, proving once again that the majority can accept and relate to a minority.

Diversity can lead to great things
Different viewpoints are essential if you want to build a successful and productive team. Whether you’re conducting groundbreaking scientific research or holding a routine sales meeting, you can’t find the best answer without considering a wide variety of different viewpoints. If everyone in the world had the exact same background and opinions, there would be no room for innovation, creativity, or thinking outside the box, and all of these are essential for business success.

Embracing diversity is easier said than done, though. No matter how hard you try, it’s difficult to cast aside your own experiences and biases in order to objectively — and accurately — judge the potential of someone else. Luckily, technology can handle much of the sorting and analyzing for you. For example, an Applicant Tracking System takes your own goals and needs into consideration, gathers all relevant data from electronic applications, and allows you to choose from the most eligible applicants.

Every job applicant offers a completely unique perspective and skill set, and uncontrollable factors like race and upbringing should never determine their ability to do a job. Unique experiences — such as overcoming social and economic challenges — can actually improve an employee’s ability to relate to customers and colleagues, and to overcome tough obstacles to achieve amazing results. Winfrey proved this by earning the trust and devotion of a worldwide audience, and she continues to set the bar higher, producing her own original TV shows. If you think outside the box and forget about your own idea of the perfect employee, you might be surprised at the success that follows.