Friday

Rejected Resumes

With so many people applying for jobs, it doesn't take much for a human resources staff member to reject your resume.  From typos to professional groups that sound controversial, there could be any number of reasons why a resume was rejected.  Find out why when you have no clue as to why it happened to you.  Job centers can help with this and so can professionals online who work in human resources.

Personnel who sit in front of a long list of resumes see what's on paper, but not human beings.  But you are a human and sometimes you have to step out of virtual world and make yourself be seen.

Some unemployed professionals will pick up the phone and introduce themselves, attend job fairs, meet people at events, and volunteer. Whatever you choose to do, be sure that someone in charge of resumes sees you as a human being.

Nicholl McGuire

Thursday

What Human Resources Won't Tell You About Employee Layoffs, Downsizing, and Reductions In Force

This is an insightful hub page that provides details on what Human Resources won't tell you about your job status.  Created by someone who worked in HR, you will find her knowledge quite valuable on the subject.  Use the information to plan ahead!  To your success!  Link available below.

What HR Won't Tell You About Employee Layoffs, Downsizing, and Reductions In Force




Friday

Do You Care About Your Job? Management Look for Faults, Cut Jobs, Save Money

The economy has been a hot topic in the media for some time and it only seems to be getting hotter with all the buzz over the years about economic stimulation plans.  Companies have always had plans of their own to save money (not so much face) and it always seems to boil down to job cuts.  
One way they go about choosing who will stay and who will go is to look for faults they will have ordinarily overlooked.  Let's say that you usually are the one who shows up for work a few minutes late, but you stay late to make up the difference, this may not have ever been an issue but it starts to become one for a business owner, boss or supervisor who is looking to cut some jobs. 


While you go about your daily business in this mock scenario, a group had already met and wanted the answer to the following question, "What will be the checklist we will follow to start eliminating some jobs?"  A leader makes a suggestion, "Let's definitely start looking closely at those individuals who like to come in tardy."  A supervisor says, "What about those ones who often stay late and we pay them over time?"  Others make suggestions, "Hey let's take a look at the workers who have been out for a long time and what about those parents who are always looking to leave early for one thing or another related to their children?  How are these family distractions affecting their work performances?"
Meanwhile, those who are not privy to such confidential meetings are being watched, actions or inactions are being documented, and the plan is to let them go sooner rather than later.  There won't be too much talk about one's work performance, warnings will appear harmless, and meetings will seem like business as usual.  Employees who have been sitting comfortably for awhile now are surprised when change becomes evident and a good buddy or favorite leaders are no longer working at the company.
Start the process of securing your job even if your efforts mean nothing to corporate, do what you can to stand out from the rest anyway.  You know what you have been doing and not doing lately at work, so make a difference.  Change your attitude.  Cut down on the negative talk and complaints.  Watch expressing your bold opinions to leadership.  Other things you might want to do:
  • Correct your own faults rather than point out others.
  • Look for ways to save the company money and time.
  • Direct the manager's attention to misdeeds.
  • Smile more and act like you care about your job.
  • Write your ideas down make a copy and submit to those who can help you keep your job.
  • Research what your company's competitors are up to and share your findings with leadership.
  • Read books and attend classes about what you do and how you can do it more effectively.
  • Volunteer or offer to work longer hours when you can.
Sometimes, no matter what you do, some leaders have to make the difficult decision to let employees go anyway.  But at least you went out doing the best you could if this happens to you.  Remember to get those letters of recommendation!
Nicholl McGuire provides website content and administrative support to individuals and businesses on and offline.  See her Linked In profile page here.
 

Sunday

When You Know Co-Workers Don't Like You

There are those things we think that are often left unsaid at a workplace.  You know those co-worker issues that don't look or feel right, but if you say something, it won't matter anyway.  You most likely have watched what happened to others who tried to make some changes.

Co-workers have their reasons for not liking someone.  It could be any number of factors: tardiness, negative comments, not being helpful, jealousy, unresolved issues from the past, personal prejudice, etc.  Yet, with some people you can't detect these things until you happen to see a dirty look, hear a deep sigh, notice a negative body gesture, hear something from someone else, or another negative sign.  However, you can confront these people on this.  There are many ways to do this as shown around the web, but the question remains is it worth it?

1.  Mention how you feel to a leader or someone who knows the boss.

If you should do this, you will want to explain things in such a way where you are not pointing the finger or making the person feel as if you are a scolding parent or critical partner.  If you need some examples on how to talk about what bothers you, look online for "ways to talk to difficult people" or "how to communicate to boss."

2.  Ignore co-workers who are not in your department.

Sometimes people bring more drama on themselves, because they volunteer for tasks or end up in workplace areas they don't need to be.  When you know there are people at a location that don't like you, why go over there?  If a boss or supervisor should inquire why you stopped going in the area, simply say, "I don't feel comfortable."  Avoid name-dropping unless you have to, because sometimes leaders are friendly or have family or civic connections with trouble-making workers.

3.  Avoid the negative attitude of  those you have to work with.

Some will try to trap you into a debate or get a rise out of you because they don't want you working with them.  So if they can get you to react negatively, then they will be able to go complaining to the boss about how you make them feel.  Meanwhile, they were the culprit all along.  Some leaders refuse to see this or are too uncaring and busy to bother.  Don't argue if you should mention the issue to a boss, rather stick to how the conflict might be affecting workflow.  A leader who is very concerned about work productivity will address any and everything that affects his or her position, corporate money and reputation!

4.  Start looking for another job.

Sometimes it can be disheartening to have to leave a job you really like due to people who just refuse to get along with you.  However, don't start looking unless the following is happening to you: your relationship is rocky due to your negative attitude when you get off of work, the tensed atmosphere is affecting your work, you feel like leadership is not doing anything to manage the conflict, and your health is being affected (i.e. sleepless nights, headaches, heart problems, frequent stomach upset, impatience, and emotional outbursts with your family.)

Keep in mind, there will always be someone somewhere who will have issues with you whether they verbalize them or not.  Yet, be strong anyway.  Know that you don't have to put up with anyone being emotionally and/or physically abusive to you at work.  No amount of money is worth being abused!

Nicholl McGuire shares spiritual insight on YouTube channel: http://www.youtube.com/nmenterprise7

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