When I was a 30 -year-old mother and career-driven director at IWK Children’s Hospital, I was mistaken for the paper-boy by a staff member’s mother when dropping off documents at her house one Saturday afternoon.
For years, organizations have been advised to pay close attention to “cultural fit” in their hiring practices. Paying attention to a potential employee's fit with your organization, workplace culture or company values has often been touted as the solution to hiring misfires, poor retention, and negative morale. But what do we mean by fit? And how do we decide that a potential candidate doesn’t fit?
Salary negotiations are often some of the toughest discussions you will face over the course of your career. We have all heard of friends or colleagues who have landed their dream job “getting paid a fortune” where our initial thought is: “How did they manage to get that deal?” We often attempt to assess our own work with a dollar figure greater than the one we earn. So, did your friends get lucky or is there a science behind negotiation?
True Market Value
Last year, I worked for six months with a client who diagnosed himself with “imposter syndrome”.
He had a number of skill sets, appeared to have a pretty high I.Q., his E.Q. appeared to be way above average and he had a good job that paid well.
You’ve probably heard about the study that showed that 55% of communication is body language, 38% is tone of voice, and only 7% is based on the words spoken. Whether or not these numbers hold up, we all know that the subconscious mind is skilled at detecting non-verbal cues and that these cues can significantly impact the way an interviewer perceives a job candidate. With this in mind, it’s worthwhile to pay close attention to the cues you might be sending out during your next job interview, so we’ve provided a few tips below to help you make a great first impression.
“Should my child drop Grade 11 Chemistry?” I’ve heard that question, or some variation of it, dozens of times from the parents of high school students over my thirty-year career as a teacher and administrator. Perhaps your son or daughter is finding a course particularly difficult and wants to exchange it for another, or he or she has decided that science is not the path that they want to pursue. It seems like a relatively simple choice, but decisions like this one can have remarkably profound consequences.
There comes a time in everyone’s working life when they feel the need to explore opportunities outside of their current employer. Whatever the catalyst for deciding to interview with potential employers, there is a likelihood at some point that a job offer will be the result; the ensuing resignation and dealing with what may come back from a current employer can be the source of great stress and confusion.
My parents and grandparents’ generation used the term ‘A Job for Life’ with abundance, it was the norm throughout their working lives, yet today it is a concept seldom mentioned. According to the Bureau of Labor Statistics the average Canadian changes jobs 10-15 times during their lifetime, which equates to an average tenure of 4.2 years in any one role over the course of a working lifespan, and recent trends show the longevity between employer is on the decline!
Consistent with our commitment to reduce our carbon footprint, we are increasingly using Skype and other electronic media to interview and interact with candidates from across the country and around the globe. These interview mediums are increasingly utilized by both public and private sector organizations, and are frequently seen as a more effective way to establish rapport and measure a candidate’s “fit” with an organization than phone or email interviews.
Past performance is a strong predictor of future performance. This is why many interviews use behavioural or experience based question formats. Behavioural or experience based questions ask candidates to share examples of situations where they have demonstrated skills, competencies or capabilities critical to success.