Monthly Archives: October 2015

Sell Your Transferable Skills

Oftentimes during an interview, the interviewee is asked to describe his or her skill set.  This can be a daunting request to respond to, due having a multitude of skills and abilities to offer.  At we recommend that you focus on the skills that are useful for the job you are interviewing for; your transferable skills.

Use your interview opportunity to really highlight your strengths and skills that would benefit the company and were directly sought after in the job ad.  Explain your aptitude with each skill set as well as a possible timeline in achieving it (ex:  I learned Microsoft Excel in high school, I took two classes on it in college and used it on a daily basis in my last position).

If you have other skills that were not directly asked for in the job ad, but you can clearly see would benefit the company, take the time to explain how and why you are the perfect person because of your experience and expertise.

Are you using assessments, yet? You should be and here is why.

iStock_000038327906LargeSeasoned hiring professionals understand that ongoing success depends on the quality of employees at all levels in an organization. But how can you be sure that you staff with employees who are the best cultural fit and brightest talent? In the broadest sense, there are multiple methods of improving employee job performance. Along with compensation and training functions, recruitment and hiring is implicit in the on-boarding and eventual success of the people in the organization and ultimately the company itself. But how can you be sure you are starting with the right people?

Modern employment assessment tools improve the selection of employees because they allow hiring managers to view numerous, relevant candidate qualifications and make better-informed hiring decisions. The analysis of specific qualifications leads to more accurate hiring decisions because more relevant information may be gathered prior to the interview as well as throughout the hiring process.

Using assessments will help you create an effective screening process that makes certain the applicant has the basic necessary experience and background as well as determining if they possess the core traits and attitudes you have found to be predictive of success in that job. 
Pre-Hire Assessments will alert you to counter-productive behaviors, and determine engagement, Job Fit and tell you how to train new employees.
You’ll find higher quality candidates before spending time interviewing them.

Post-Hire Assessments will help you coach for better performance, identify and develop leadership and determine Job Fit for promotions and lateral moves as well as help with outplacement.

All of this will help you to stay competitive.

In just a few you can find out how our assessments best meet your needs. Our assessments are affordable, deliver high quality and simplicity of use. Many clients are set-up and using their online accounts the same day.

If you would like to learn more about how assessments could help your organization, let us know and we’ll be happy to set up a demo for you to check it out! We can also provide you with specific samples of the information our solution provides for your particular industry or positions.

Follow-up Your Interview with a Thank You E-mail

Thank You neonThe interview is over; it is now time for the thank you note. A thank you note is an absolute must! Even though the delivery method is changing from a written note to an email, this is one step that should not be skipped! Each person on the interview panel should be sent a personalized letter. The rule of thumb is within 24 hours of your interview. The conventional method of sending a thank you note has previously been via mail.  This practice is now considered outdated and too slow.  The current recommendation of HR professionals is to send a thank you note via e-mail.  The note should be around a paragraph long.  Do not write an essay. Keep it brief, professional and courteous.

Sending a thank you within one day of your interview will ensure that your name stays fresh in the decision makers mind.  Write the thank you note in the body of the email, and do not use an attachment.  Personalize your message, and thank the interviewer for his/her time. People are more likely to remember what they talked about over what you talked about, so be sure to mention something that the interviewer said. Proofread your e-mail twice before hitting send.

The bottom line is that a thank you note shows your appreciation; it is a great way to keep top of mind in a long list of candidates, as well as shows you are a prompt and thoughtful person.

Make CareerBum Work for Your Company!

Make the most out of your time, effort and money while ensuring that you will find the best candidate for your position by writing compelling job ads.  The job description of many companies hasn’t evolved since the days of the newspaper classified ads, from the same boring text to the extensive list of requirements to the bullet points that do nothing to actually entice the best candidates to apply.

A company job ad should be treated as an advertisement.  These ads are your initial recruiting effort, and the first thing a potential candidate sees. A good first impression is essential in a hiring climate. To write better ads, you must tell a better story.

1.     What is your ideal candidate looking for?

Who do you want to apply for the position?  Connect with what job seekers are looking for and let them know what you have to offer.  If you offer a unique work environment, career advancement opportunities, a good work/life balance, a great location or high industry compensation, write about it!  Let them know what sets you apart from the rest.

2.     Focus on the ‘Why’ and not the requirements.

Don’t use your entire job post to list the necessary skills for the job.  More than likely your top candidates are not going to have every single skill on your list, so you could be wasting space.  Instead, write about what makes your company unique, why a job seeker should choose to work for your company and why the job is important.  Job seekers value a worthy challenge.

3.     Keep lists short!

Focus on marketing to top people, not cutting out the unqualified applicants. Concentrate on the vital skills for the position, but keep the bullet points to a minimum.  You don’t need to mention that you are looking for hard-working people who are good team players.  They know.

4.     Get personal about your company.

Job seekers are not only looking for a challenging career, but also a work environment that is a good fit for them.  Don’t leave your company culture out of the ad.  Cover the basics and be honest.  If you offer a four day work week, child care, tele-commuting, profit sharing and what you do for fun.  Keep the ad true to your culture.