OI Logo
The OperationsInc Navigator
May 10, 2011

Greetings!

The Navigator is published every other week and is filled with the latest HR related news, practical tips, answers to our reader's questions and a whole lot more! We welcome your participation in the makeup of this periodical. Send your feedback, ideas and input to:

[email protected]

In This Week's Edition...
  • Directing you to HR Solutions
  • Training & Development Services
  • 22% of Hiring Managers Say They Are Less Likely to Hire a Candidate Who Didn't Send a Thank-You Note
  • Jobs Where You Are Sitting All Day Can Be Bad for Your Health
  • What's on Your Mind?
  • Searching for Inspiration? A Few Words of Wisdom...
  • Ask Yourself...
  • Legal Disclaimer

  • Training & Development Services
    Heather

    We invite you to learn more about our full suite of Training and Development Services led by Director, Heather Trotta.

    Click HERE to learn more and to view Courses offered in May and June or contact Heather directly at: 203-322-0538 or [email protected]


    22% of Hiring Managers Say They Are Less Likely to Hire a Candidate Who Didn't Send a Thank-You Note
    thank you

    A recent survey indicates that more than one-in-five (22 percent) hiring managers say they are less likely to hire a candidate if they don't send a thank-you note after an interview. Of those who would dismiss a candidate for the faux pas, 86 percent say it shows a lack of follow-through and an additional 56 percent say it sends the message that they aren't really serious about the opportunity. Once they have read a candidate's cover letter, seven-in-ten hiring managers say they prefer to see a career summary at the top of a resume instead of an objective and, more than half (57 percent) think a resume should be two pages long.


    Jobs Where You Are Sitting All Day Can Be Bad for Your Health
    desk

    According to a recent study, men who reported more than 23 hours a week of sedentary activity had a 64 percent greater risk of dying from heart disease than those who reported less than 11 hours a week of sedentary activity. Many of these men routinely exercised. Epidimiologists are finding that people who sit more have less desirable levels of cholesterol, blood sugar, triglycerides and even waist size which increases the risk of diabetes, heart disease and a number of health problems.


    What's on Your Mind?

    Because we want to best serve our readers, we feature a segment of our Newsletter where you can submit questions directly to our OperationsInc professionals. Do you have a question related to the management of the Human Resources function? Email it along to [email protected]. The best ones will make it into a future newsletter, along with the answer... and those that don't get published will still receive a response.

    This week's question:
    -What should be included in a program to train new supervisors?

    --- HR Manager, Manufacturing Company

    Answer:
    Supervisors in many cases are given the role based on factors having more to do with length of service and less to do with specific managerial skills present. As a result the basics are where we advise you start when training someone new including how to build a team, prioritize, communicate and lead overall. An emphasis on giving feedback, delegating, resolving conflict and being decisive are all core areas that also should be covered.


    Searching for Inspiration? A Few Words of Wisdom...
    compass


    "The world of achievement has always belonged to the optimist."

    - Harold Wilkins


    Ask Yourself...
    OI

    How Strong Is Your HR Backbone?


    Legal Disclaimer

    Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc.

    OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.

    We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues.


    Directing you to HR Solutions
    Direction

    INTERVIEW QUESTION OF THE WEEK

    Each Newsletter we will publish an interview question which hiring managers can utilize to better qualify candidates for hire, along with our analysis of the answers you may receive and their meaning.

    This Week's Question
    - What do you believe this job requires and how do you see yourself performing at this position?

    GAUGING THEIR RESPONSE ---
    Let's assume for a second that you took the time to write a complete ad that covers the role in pretty solid detail. Add to that the concept that you also discussed the role at some length in the phone screen. When you add it all up it means that the candidate should know enough to be able to answer this question, as well as to project how they feel they can perform in the role. While few if any candidates will say "I'm not sure I can do this job" directly, their body language and response can tell a lot. Look for any lack of decisiveness and confidence, accepting the candidate's possible need for more info.

    HR Best Practices Tips

    --Disability accommodation during the interview/selection process

    Since the advent of the Americans with Disabilities Act (ADA and ADAA) employers need to consider how to "reasonably accommodate" those with disabilities when considering them for open positions (including those presently employed who become disabled). In short the focus should always be on core skills needed to perform the task, setting aside initially any physical performance requirements to start. If the candidate has all the core skills and is only lacking in areas due to a disability the goal is to try and accommodate them where possible. Bottom line - inclusionary behavior with professional guidance is key.

    Quick Links...

    More About Us

    CHECK OUT MISTER HR's BLOG!

    OperationsInc Brochure

    Click on the calendar below to view all open to the public events currently scheduled

    calendar




    Join our mailing list!
    phone: 203-322-0538