I had a conversation with a woman the other day about how to re-enter the workforce after a lengthy time away raising her children. She said the biggest issue with her job search is finding an employer who is willing to hire her since she has been home raising her kids for the past ten years and needs part-time hours. I disagreed with her. Her biggest problem in finding work is her lack of confidence.
Lots of companies look for part-time employees who can work during the day. Employers are willing to be flexible for the right staff. Most employers would consider hiring half time, three quarter time, or flex time, if they get reliable, organized, efficient and responsible staff in return. Employers are pretty sick of being taken advantage of and want appreciative employees. And now with the economy recovering, employers want to hire people who will stick!
Most parents have the maturity and respect to be great employees, and have learned transferable skills that can be brought into almost any business. Many employers are aware of this value. So, the very first step when re-entering the workforce is building the self confidence needed to walk in to an employer and say, “I am the right person for this job”. Before the resume can be built, the self pat on the back needs to be there. What great things came out of staying at home with the kids? Make that long list of greats, traits, and transferable skills. Every parent has amazing accomplishments, having learned how to juggle, organize, schedule, and certainly how to develop relationships. Those are all positives in the eyes of an employer. Volunteer efforts do count as positives on a resume, as well as any other work done while raising kids. Parents spend plenty of time increasing their kids’ self confidence and acknowledging what they’ve learned, so why not do it for themselves?
Once a job seeker has the confidence to look for the right job, then it is time to prepare their resume. I say, tell the truth, even if many experts disagree with me on this. Employers hate to waste their time. So include a cover letter, or write in the job objective, that a part-time or flexible job would be perfect in order to ensure a work life balance for the long term. The right employers will see value in that, and the wrong ones won't waste their time. There is no point interviewing with a company that does not value being a parent. With a clear understanding of what a parent can bring to the table when re-entering the workforce, both the employer and employee can be satisfied with the outcome.
Friday, August 27, 2010
Wednesday, August 18, 2010
We all make choices
Every day, people make choices; choices such as which mode of transportation to take to work, what to bring for lunch, and which emails to answer first. I
n every job, there are right and wrong choices, such as choosing to following regulations, or choosing to lie and steal. In all workplaces, there are choices that fall into grey areas and choices that are black and white. There are also ethical choices that come into play when we choose what we do in our jobs.
I usually believe that there are two sides to every story, but, there are exceptions to that too. Sometimes, both sides really don’t matter when one is right and one is wrong, legally or ethically. I have also learned that contract law is binding because of the wording, regardless of ethics, history, or relationships. I do wonder sometimes what influences people to consciously make the wrong choices in life or at work, especially when it adversely affects other people.
There are consequences to every bad decision, sometimes legal, sometimes moral, sometimes career or financial, and sometimes even relationships have ended because of poor choices.
At my company, About Staffing, we have two areas that definitely fall under the right choices column. In our contracts with job seekers and employers, we promise to hold labour and confidentiality laws in close regard, and to protect all information. Everything that goes on within our four walls stays within our four walls. The other thing we hold dear is our processes, we believe them to be fair and right, and we follow them, because we know they are effective in recruiting the best people and in placing these people in the best jobs we can find.
Our agreements are binding, we follow the law, and we are careful with privacies. A grey area for us is figuring out what a job seeker really wants and needs in a new job. Reading between the lines is also part of our job with employers who want to hire from us, because they may not know exactly what or who they need; also a grey area.
I know we do what we believe to be right and will fight to the end to ensure it is. Wouldn’t it be nice if we all made every decision in our workday based on the right thing to do? Maybe the benefits of always doing the right thing will outweigh the temptations of doing the wrong thing.
n every job, there are right and wrong choices, such as choosing to following regulations, or choosing to lie and steal. In all workplaces, there are choices that fall into grey areas and choices that are black and white. There are also ethical choices that come into play when we choose what we do in our jobs.
I usually believe that there are two sides to every story, but, there are exceptions to that too. Sometimes, both sides really don’t matter when one is right and one is wrong, legally or ethically. I have also learned that contract law is binding because of the wording, regardless of ethics, history, or relationships. I do wonder sometimes what influences people to consciously make the wrong choices in life or at work, especially when it adversely affects other people.
There are consequences to every bad decision, sometimes legal, sometimes moral, sometimes career or financial, and sometimes even relationships have ended because of poor choices.
At my company, About Staffing, we have two areas that definitely fall under the right choices column. In our contracts with job seekers and employers, we promise to hold labour and confidentiality laws in close regard, and to protect all information. Everything that goes on within our four walls stays within our four walls. The other thing we hold dear is our processes, we believe them to be fair and right, and we follow them, because we know they are effective in recruiting the best people and in placing these people in the best jobs we can find.
Our agreements are binding, we follow the law, and we are careful with privacies. A grey area for us is figuring out what a job seeker really wants and needs in a new job. Reading between the lines is also part of our job with employers who want to hire from us, because they may not know exactly what or who they need; also a grey area.
I know we do what we believe to be right and will fight to the end to ensure it is. Wouldn’t it be nice if we all made every decision in our workday based on the right thing to do? Maybe the benefits of always doing the right thing will outweigh the temptations of doing the wrong thing.
Wednesday, August 11, 2010
It's not what you know, it's who you know!
It is not what you know, it is who you know! That stands true for most business success stories. Even in job searches, most people find a job through some type of referral or relationship.
During the economic downturn, businesses still made deals and job seekers still found jobs. Most of those stories came from the support of others in their networks. They say what goes around comes around. Well, that sure has become obvious. Those who found great jobs in the last year and a half were introduced in some way to someone who needed to hire. Some job seekers found work through staffing agencies, and more often than not, it was because they had built great relationships with those agencies. On the flip side, those agencies must have had great relationships with the employers in the first place, in order to place their candidates in those jobs. Most of the business my staffing agency received through the recession came from long term existing clients, those who wanted us to stay in business and wanted to support us, so we could continue to support them.
Now it is time to thank those who supported, dismiss those who didn’t, and appreciate the relationships that have stood the test of time. Wow, I have used quite a few popular sayings today, but when the truth needs to be told, I do declare it is time to evaluate those who helped and supported us over the last year or two, and those who did not.
To those who found work because of a referral, be sure to properly thank the person who made the initial introduction. Those who supported businesses that needed help deserve big thanks as well. Those who were selfish beyond repair and only cared about the almighty dollar rather than the potential, history, and relationship, maybe those people can become secondary.
As the markets begin to stabilize, contracts continue to be renegotiated as costs are still a valid concern for businesses. However, if we stick to our focus, regardless of what it is, and continue to support those who we know and trust, then we can stabilize together. Job seekers will continue to find new employment, mostly through referrals, and businesses will continue to work with existing customers.
The idea of growing personally, professionally, or in business is great in theory. But, sometimes we really need to evaluate who our supporters are that will take us to the next level. We may have to thank first, appreciate second, and offer something with no expectations of return in order to gain something.
Did we give enough when we had very little to give? If so, we deserve some karma now, and it will come, by way of support. People are what counts at the end of the day, not money, people!
During the economic downturn, businesses still made deals and job seekers still found jobs. Most of those stories came from the support of others in their networks. They say what goes around comes around. Well, that sure has become obvious. Those who found great jobs in the last year and a half were introduced in some way to someone who needed to hire. Some job seekers found work through staffing agencies, and more often than not, it was because they had built great relationships with those agencies. On the flip side, those agencies must have had great relationships with the employers in the first place, in order to place their candidates in those jobs. Most of the business my staffing agency received through the recession came from long term existing clients, those who wanted us to stay in business and wanted to support us, so we could continue to support them.
Now it is time to thank those who supported, dismiss those who didn’t, and appreciate the relationships that have stood the test of time. Wow, I have used quite a few popular sayings today, but when the truth needs to be told, I do declare it is time to evaluate those who helped and supported us over the last year or two, and those who did not.
To those who found work because of a referral, be sure to properly thank the person who made the initial introduction. Those who supported businesses that needed help deserve big thanks as well. Those who were selfish beyond repair and only cared about the almighty dollar rather than the potential, history, and relationship, maybe those people can become secondary.
As the markets begin to stabilize, contracts continue to be renegotiated as costs are still a valid concern for businesses. However, if we stick to our focus, regardless of what it is, and continue to support those who we know and trust, then we can stabilize together. Job seekers will continue to find new employment, mostly through referrals, and businesses will continue to work with existing customers.
The idea of growing personally, professionally, or in business is great in theory. But, sometimes we really need to evaluate who our supporters are that will take us to the next level. We may have to thank first, appreciate second, and offer something with no expectations of return in order to gain something.
Did we give enough when we had very little to give? If so, we deserve some karma now, and it will come, by way of support. People are what counts at the end of the day, not money, people!
Tuesday, August 3, 2010
Civic or Statutory Holidays?
Yesterday was a summer day off for many employees. Heritage Day is a civic holiday in Alberta, which means it may or may not be recognized by employers, depending on a number of factors. The August long weekend used to be a statutory holiday until 1990, when the Family Day holiday came into effect. Then the Heritage Day holiday became a civic holiday (optional). I decided to look up some information on yesterday’s holiday and see what this one really means, where it came from, and who actually qualifies for holiday pay.
Turns out, there was not a lot of stuff available to research. There were, however, many words describing the holiday as a day of awareness about our culture, and there are highlighted foods, musicians, parties, and events to celebrate our heritage. But finding anything specific was like pulling teeth. I did see written in several places that Heritage Day is not an official holiday. Well, try to tell banks, government, businesses, and employees that! Not an official holiday for whom? We do need the extra paid days off during the summer months, but civic holidays are unpaid forced holidays for many, or regular work days for some.
Employees who are not paid to take the day off needed to plan for it. Personally, I don’t think we should have any civic holidays, just statutory holidays with rules and regulations, that are easy to find and easy to follow!
Turns out, there was not a lot of stuff available to research. There were, however, many words describing the holiday as a day of awareness about our culture, and there are highlighted foods, musicians, parties, and events to celebrate our heritage. But finding anything specific was like pulling teeth. I did see written in several places that Heritage Day is not an official holiday. Well, try to tell banks, government, businesses, and employees that! Not an official holiday for whom? We do need the extra paid days off during the summer months, but civic holidays are unpaid forced holidays for many, or regular work days for some.
Employees who are not paid to take the day off needed to plan for it. Personally, I don’t think we should have any civic holidays, just statutory holidays with rules and regulations, that are easy to find and easy to follow!
Subscribe to:
Posts (Atom)