a)      The Work Attitude or Behavior

b)      Genuine Interest in Work

c)      Knowledge of the position

While the first two remain, by and large a bit difficult to alter depending on the work environment, the underneath meaning remains that, if the person is professional enough then he/she should be able to work in any environment. Professionalism is defined in different ways in every company and companies at large spend a sizable amount in the skill assessment of potential employees before taking them on board.

As for the second variable, the employee must also be flexible enough to learn more about their position so that they can develop an interest if one is not immediately there.

The third one is easy to alter and this is the one we should focus on. Being exceptionally knowledgeable on a subject requires regular and methodical reviews of all topics related to the job. Accessing diverse educational resources frequently can help develop your professional career. There are various online skill evaluation programs which are helpful in order to assess you or your employees’ skills.

Being a Sales personnel for example, you can register at all of the big Sales websites to learn of the latest Sales information and products. Further, participating in Sales Conferences, will foster knowledge-sharing including insight into what other companies are doing and so on. While, some may feel that having in depth knowledge on such basic aspects of the job is unnecessary (since others can comprehend the information themselves), a part of what defines an expert is the one who can effectively speak on a topic without aides or assistance. Start with the easy variable and become a knowledge center by setting some time aside for reoccurring review sessions.

Reasons why not to keep Non-Performers in the Company:

1. They Cause Unworthy Customer Service- A non-performer generally brings in  a wrong attitude towards your business and work in general. If you have a non performer at work, their attitude will ultimately show up on your client. These are the kind of people who do not want to do anything to help the company and are not impelled or inclined to provide a good customer service. You client would naturally not like to deal with someone who is not catering to its needs, and as a business owner you must address these issues before you lose your precious clientele towards competition
2. They Cost You a Lot of Money- They Cost You a Lot of Money- Money and productivity is lost when a non-performer is not doing his or her job. Additionally, you may be missing out on gaining new clientele. Having an employee who works hard and gets the job done is what will help you and your business grow and be more productive. There are many online skill evaluation services available which may help you to target on a good hire. It is ultimately your responsibility as a leader or a manager to keep productivity high and the employee focused on the company goals. GeekEvaluation provides a similar kind of service.
3. They Bring Down Company Morale – Often because the non performer is not doing his own work, other in the company end up completing his task. This causes frustrations amongst the employees and leads to low company morale. This again in turn can lead to lower productivity and in a Catch 22 situation, this has the potential for creating more non performers. This should be avoided at all costs. Otherwise, there is an inherent risk in losing employees and clientele.

When you eliminate non-performers from the payroll, or better still have a robust process of online screening for hiring, your business can grow and prosper. Non-performers are like opposition wicket-keepers, not helping you anyway to reach your goals. As it is your responsibility, you need to know your employees well, keep them focused and productive, and keep others from becoming non-performers

Companies with specific goals and mission require a strategic Talent Acquisition plan tailored with a carefully defined ‘New employee selection process’ to get them where they wish to reach. Business leaders of these organizations know that the success of their organization depends on the quality of their people inside. Hence, a conscious hiring process takes into account for this very purpose.

Each employment position in the company is defined by its company’s business philosophies, mission, and vision and core values. Only after the core business objectives are considered concrete, can the selection process get implemented. Conscious Hiring trains and enables the HR department to identify the right candidate suitable for the right role affecting an early engagement of the candidate throughout the hiring process. A fundamental aspect of a Conscious-hiring process is the systematic integration and ‘on boarding’ of the new hire into the organization.

The bottom line is, to have a healthy organization with the right people, with an effective and ‘can do’ attitude.

Geek Evaluation’s online Skill assessment tool helps you in hiring the right candidate

Can it be that mostly people are just in the wrong jobs? And if it is so then why are they not trying to find the right one? Can it be that for some people it is just not important?

Based on my personal experiences and observations, I think the lack of drive in employees varies depending on individual circumstances that can range from burnout to “it’s just a job” attitudes. The rationale can include psychological reasons that hold back that many, which includes: “Show me the money (no real loyalty), no matter how hard I work, I will never get a promotion”; “It’s not what you know, but who you know, the economy is gone to hell and a hand basket, I have no passion for what I do”

All of this said, yes most people feel they are in the wrong jobs. They are forced to work from their weaknesses because they have to conform to a job description. As such, people cannot use their passions to work from their strengths to flourish in their work. This ultimately leads to burnout and a losing proposition for the employer and employee. Also, if an employee is only focused on just “getting that paper” their performance is distinctively different in comparison to someone, who is career driven. The drive, dedication and loyalty is grossly different.
The mediocrity is perpetuated in many ways in our modern culture and people see no reason to excel at their jobs or in their lives. Only a leader who believes in the people’s potential for brilliance can help overcome the mediocrity in our modern culture. It’s a daunting task, but is needed if we are to evolve in our economics let alone our existence.

Don’t forget to try to our online Skill assessment tool

There are various tips available for the job applicant: career-oriented magazines, training and workshops, school programs, job portal sites on the Internet, and even on broadcast media. They all provide irrefutable tips for you to ace the job interview, and eventually snag that coveted job position.

A good job interviewer (recruiting officer) assesses a job applicant during an interview with an aide of an evaluation form. The evaluation form is filled out by the recruiting officer and grade you accordingly based on your disposition. Here are the common contents of a job interview evaluation form: appearance; goals, career objectives and perception of self; qualifications for the job; decision-making and problem solving skills; job expectations; job knowledge; confidence; academic performance; previous employment performances; technical, creative, and managerial skills; and the most important of all, conversation.

You may have had all the A+ in your scholastic records, but when you differ to relating to people and conversing with them, it would not do anything good for you in finding a job. What you must remember is that recruiting officers, me included, is that companies look for employees that are interactive, assertive or aggressive. So when faced with a recruiting officer in a job interview the best advice I can give you is to be confident in making a conversation.

A recruiting officer evaluates your conversation with him based on the flow of conversation, the depth of it, your diction, grammar, as well as your opinions and ideas. One of the many talents of a recruiter is to sift the good applicants from the bad based on how you say things and say about things. It is how a recruiting officer discover your personality if it is right for the job responsibilities the job entails and how fit you are to do the job.

Again, the almost best job interview advice I can give you – that is worth as same as hard work – is bank on your communication skills, be confident in making a conversation. After all, a job interview is a conversation not a one-way discussion.

There are three types of professional certifications applied to different working industries from accountancy to computers, to healthcare, and even to the Internet: corporate certifications, product-specific, and profession-wide.

1. Corporate certifications are given by companies to their employees usually on a program that the company has set up. For example: a company had a training course for sales or Java development. One of the advantages of having a certificate from the company is that you can use it when you are looking for another job. It gives you an edge because it shall reflect that you have a knack for learning. For example: Google-certified Adwords Associate.
2. Product-specific certifications, on the other hand, are intended to be referenced to an information technology product like a software or hardware. For example: networking specialist or IT professionals would want to receive their CISCO career certification.
3. Lastly, the most general type of certification is profession-wide. This kind of certification has qualifying exams to take (i.e. licensure exams), and years of learning to achieve it. This certification is something not to magic out of thin air. It is governed by an authority varying to different fields. For example: certified public accountant.

Profession-wide certifications adds value to anyone’s name, but such prefix or suffix to your name is not at all easy to receive. For instance: Atty. John Doe; Jane Doe, CPA; Engr. John Doe; Arch. Jane Doe; Dr. John Doe; and Jane Doe, MBA. These titles are worth everything; hard work and resources.

Geek Evaluation: New Online Assessment Tests and Website Revamp

September 24, 2005 — Geek Evaluation, a premier provider of online aptitude tests and pre-hiring screening tests has announced that at the following weeks, new skill tests will be included in their repository of online assessment tests.

“We have received a great response during our research phase to include not just technical test units, but also cognitive and conceptual questionnaires, and quizzes for search engine optimization (SEO), search engine marketing (SEM) and social media marketing (Dorie E., Relationship Manager).”

Following the addition of new questionnaires to the tests’ bank, Geek Evaluation will also be revamping its website content and web design to attract not just recruitment and staffing companies and talent management firms, but also privately-held companies offshore. This is the goal of the entire Geek Evaluation team: to further expand their market oversees.

To learn more about Geek Evalutation, please visit www.geekevaluation.com or send email here

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Contact:
Dorie Escusa
Relationship Manager
http://www.geekevaluation.com

The most important company resource, that is overlooked by non-human resource people is talent. I have to admit, most companies, especially the traditional ones does not really prioritize it, thereby leaving it to the hands of the human resource department. If  such companies continuously fail to notice talent – that smart, sophisticated, business-minded employee with a knack for technology, globally astute, and operationally agile person – companies will likely suffer its productivity.

You being a successful company maybe attractive to your clients but doesn’t convey the same thing as to your employees, how much of that success are you ready to share with the people who are helping you to achieve it. Companies should start branding themselves not as an “employer of choice” because they give excellent fringe benefits or because other companies sees it as such, but because they are a company dedicated to satisfy workers’ expectation and committed to uphold continuous learning in the workplace, work-life balance, personally-fulfilling roles, fair management, innovative rewards and recognition programs.

Escusa also offers the following guidelines for the involvement of HR in employee goal setting:

1. Know the goals – HR should be involved when senior managers plan annual goals to be aware of underlying issues and challenges.
2. Get buy-in – The executive team should support HR’s efforts to align goals and help communicate the importance of the program.
3. Cascade goals – Once goals are set at the top of the organization, they should work their way down to all employees.
4. Ensure consistency – As goals are established further down the organization, HR can assist by creating standards and monitoring consistency.
5. Hold everyone accountable – Managers should ensure goals are measurable with specific deadlines and then hold employees accountable.
6. Reinforce through development – Ensure that employees have skills and tools to achieve established goals using development plans monitored by HR.
7. Work the gaps – Managers can work with employees individually. HR should identify gaps in organizational provision and address issues proactively with the Learning team.
8. Encourage year-long communication – Initial goals may be agreed but paid no further attention. Sending reminders to update goals is one way for HR to encourage a culture of frequent manager/employee communication.
9. Monitor compliance – Managers should monitor progress and completion of employee goals HR should review overall process and report to executives and department heads.
10. Measure twice, cut once – Goals should be a major component of a company’s annual performance appraisal where employees are measured and held accountable.

LinkedIn for Job Hunters
LinkedIn can offer you more and better features than other job-searching sites by allowing you to create an online resume and find jobs online with its advanced research tool.

LinkedIn for Businesses and Marketing
LinkedIn enables you to create company profiles, online e-mail address book and professional marketing brochure. It is also an excellent tool when generating leads for your marketing and expand business network by adding profiles from the same industry. It also serves beneficial for recruitment officers when screening applicants as LinkedIn profiles provide instant recommendations or character references, and find potential candidates online using the search query tool found onpage.

Make the most out of LinkedIN features that you might be interested with.
Aside from keeping in touch with friends and colleagues, LinkedIn added features to increase interactivity between users: reading list application courtesy of Amazon, blog posting courtesy of Wordpress, join or create groups, participate in group discussions, and invite friends, family, colleagues, vendors and suppliers.

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Geek Evaluation took advantage of LinkedIn’s features to promote business online by creating a profile and participate in activities inside the website. Visit Geek Evaluation’s LinkedIn profile at http://www.linkedin.com/in/SkillAssessment