This blog is addressed to all Hiring Managers, Recruiters, HR personnel and anyone else involved in the job screening and interviewing process. It addresses the lack of professional courtesy that many job seekers experience on a regular basis. It also explains several very good reasons (that are often forgotten or overlooked) why the hiring manager (et al) should act more professionally and follow up with candidates that they've spoken with about potential jobs.
Budtender Resume Template For A Career In A Dispensary
*Start A New Career* With This Budtender Resume Template
If you’re looking into new opportunities to work in the greenest industry around, becoming a Budtender is one of the best ways to get started.
According to Wiktionary, “a Budtender is a medical cannabis dispensary worker that sells and is knowledgeable of various marijuana products.”
That being said, just like any other job, you need to show your future employers that you know what you’re doing or that you know enough that training will take less than a day.
The best way to prove this is with a concise resume that gives your interviewer all the information he or she needs to make a decision about your employ-ability.
This isn't hard to show, especially if you've been a patient for more than a few years.
The tricky part is in knowing how to present what you know, which is why we've created this handy Budtender Resume Template for you.
Visit Us At: http://www.GreenCulturED.co
Get Social With Us!
t: http://www.Twitter.com/GreenCulturED
f: http://www.Facebook.com/GreenCulturED
Budtender Resume Template For A Career In A Dispensary
*Start A New Career* With This Budtender Resume Template
If you’re looking into new opportunities to work in the greenest industry around, becoming a Budtender is one of the best ways to get started.
According to Wiktionary, “a Budtender is a medical cannabis dispensary worker that sells and is knowledgeable of various marijuana products.”
That being said, just like any other job, you need to show your future employers that you know what you’re doing or that you know enough that training will take less than a day.
The best way to prove this is with a concise resume that gives your interviewer all the information he or she needs to make a decision about your employ-ability.
This isn't hard to show, especially if you've been a patient for more than a few years.
The tricky part is in knowing how to present what you know, which is why we've created this handy Budtender Resume Template for you.
Visit Us At: http://www.GreenCulturED.co
Get Social With Us!
t: http://www.Twitter.com/GreenCulturED
f: http://www.Facebook.com/GreenCulturED
Is there a job interview coming up? Then take a look at these 7 interview do's and don'ts put together by the SThree UK Talent Acquisition Team. We hope these tips will help you move your career forward.
For more information and tips visit our website: http://www.sthreecareers.com/.
In this file, you can ref interview tips tell me about yourself with interview questions & answers, other interview tips tell me about yourself materials such as: interview thank you letters, types of interview questions
Have you ever wondered why good specialists are sometimes rejected by one company as unprofessional, yet accepted by another as a gem? The “army” of any company hugely depends on its recruiter skills. Some of them have those qualities, others don’t, losing their best candidates without even listening to them.
Candidate experience important part of talent acquisition which is also a method to market the organization among the talented and eligible candidates.
Is there a job interview coming up? Then take a look at these 7 interview do's and don'ts put together by the SThree UK Talent Acquisition Team. We hope these tips will help you move your career forward.
For more information and tips visit our website: http://www.sthreecareers.com/.
In this file, you can ref interview tips tell me about yourself with interview questions & answers, other interview tips tell me about yourself materials such as: interview thank you letters, types of interview questions
Have you ever wondered why good specialists are sometimes rejected by one company as unprofessional, yet accepted by another as a gem? The “army” of any company hugely depends on its recruiter skills. Some of them have those qualities, others don’t, losing their best candidates without even listening to them.
Candidate experience important part of talent acquisition which is also a method to market the organization among the talented and eligible candidates.
The readers may be surprised by the name of the article, others may have already experienced the same but knowingly ignore the importance because of so many professional reasons, when we work as an expatriate employee.
The journey to your dream job may include some setbacks, learning, self-improvement and require a whole lot of resilience! By moving forward after a rejection, you are setting yourself up for success in future applications. So take the time now to evaluate what went wrong and up your interview game, improve your resume and strengthen your personal brand.
Employers Say Skills Are LackingIn Candidates And New Hires.docxSALU18
Employers Say Skills Are Lacking
In Candidates And New Hires
Today, more than ever before, employers say job candidates are outside the company. If you can't accept feedback, handle
lacking basic skills. They may have a degree or a diploma, but emotions, resolve conflict, and work well with others, you won't
don't measure up to workplace standards. Several skills areas be hired and if on the job, could be fired.
frequently mentioned include: Adaptability. Change is constant. We all have to adapt -
Speaking skills. Many of us have grown lax and don't even to new things, new people, new ways, new technologies. If you
hear ourselves use phrases like, "he ,---------------------, can't adapt and if you don't quickly
don't", "it ain't right", "he and me bounce back after set-backs, you
went" and so on. But others do hear it r.~'iIt--,\ won't last long.\tc'3~
and it will keep someone from getting Problem solving and critical
a job or a promotion. thinking. Employers want employees-.
Businesswriting. With Twitter and who can innovate, analyze situations,
texting, it's easv-to-tall into-the -trap - - and find-solutions-to problems. With
of shortcutting and taking liberties less people and fewer resources,
with generally accepted writing rules. employees have to be self-directed,
But, whether it's a letter, memo, work independently as well as in
e-mail, phone message, or a report, teams, and think on their feet.
employers expect employees to write, ~ These skills seem common
proof, and distribute proper, clear, sense. But they are not transferring
and error-free messages. into the workplace. Some of these
Understanding numbers. Everyone is responsible for the skills can be measured, some observed, others are harder to
bottom line and the bottom line is defined by numbers. Without assess. But all of them are essential.
being well-grounded in simple and complex math, you won't One excellent program for assessing skills of job candidates
have value. and skill gaps for employees is the Office Proficiency Assessment
Interpersonal skills. Today's workplace requires teamwork
- with people above and below your rank, people inside and ... see Skills Lacking on page 3
Susan Fenner, Ph.D. has made a career out of following workplace and workforce trends. For
more than 25 years, she was the Manager of Education and Professional Development for the
International Association of Administrative Professionals (IMP) and now serves as the Chief
Learning Architect for Speakers you Need (SyN), a consortium of subject-matter experts who
provide training to organizations. She was the Admin Support Advisor on Monster, and had columns
in Office
Solution
s and OfficePro magazines. She was also the General Editor for The Complete
Office Handbook. Susan has worked with business educators and corporations to prepare office
professionals to excel in their roles. She has also worked with educators to develop a business/
administrative curriculum used throughout the U.S. and Can ...
Nucleus have a deep and long insight in to the precision engineering industry, we have interacted with 1000s of people in the industry in the last 8 years, helping hundreds machining company’s find the right people so they can grow, and 100s more Business progress.
Companies Contents
► The InterviewExperience ► Thebestwaytomakeajob offer Making anOffer ► Covering the Counteroffer ► Attracting the top 10% or the KeyPillars Inductions ► If you're considering payingRecruiter, use a Recruiter ► The Importance of exitInterviews
Information Interview your way to a Job Handout Jeff Watson
Everyone hopes to land an interview or get an opportunity to show themselves to their future employers. What if you swapped roles and YOU conducted the interview? Don't wait for an invitation to interview, make your own!
Learn the tactics involved in information Interviewing. Source Employers, ask intentional questions to make your opportunity count and follow up like a professional to advance the relationship. If you follow these simple steps, you can information Interview your way to a job!
Generative AI, aka tools like ChatGPT and Google Bard, are the latest shiny object in the tech space. As such, they’re getting a lot of attention right now, so the potential exists for a lot of great ways to use them. This article will discuss one area, marketing, and how marketing professionals might be able to use generative AI technology in their jobs.
Why All Marketers Should Work in Sales (part 1 of 2)Richard Hatheway
In the first part of this article I discuss how marketing has a visibility and credibility problem – they’re not seen as critical to business success and the results they present often don’t reflect business relevance. Due to this, marketing is primarily viewed as a support function to sales.
Everyone in business – and in marketing especially – knows that you need to have a value proposition (aka, value prop). But yet, no one really seems to know why, it’s just one of those things that if you’re in business, you’re supposed to have.
What’s worse, many marketers don’t know what a value prop should include or how to develop one. In Part 2 of this blog, we’ll explain how to quickly and easily craft an effective value proposition.
Everyone in business – and in marketing especially – knows that you need to have a value proposition (aka, value prop). But yet, no one really seems to know why; it’s just one of those things that if you’re in business, you’re supposed to have.
This blog will explain what a value prop is and why you need one.
Marketing, like any other aspect of business, requires careful planning to be effective. However, depending on the type of business, there are many different types and styles of marketing, ranging from traditional marketing to digital marketing that can be used to help a business grow. However, regardless of the type of marketing used, there are several basic steps that must be followed in order for it to be successful.
This blog will briefly highlight the basic steps that all marketers should follow before beginning development of any marketing activity.
In the COVID-19-influenced world, a company’s digital presence is typically the first thing a customer turns to or discovers when they seek information about your products or services. That’s why the use of digital marketing is critical to business success. This article will provide an introduction to what digital marketing is, some items to consider when developing a digital marketing strategy, and some of the different digital marketing channels that are available for you to use.
Within the world of marketing there are numerous areas of specialization. One of the most critical, and often one of the most confusing and least understood, is Product Marketing. This blog will help you quickly and easily understand what product marketing does, where product marketing is located within the organization, and why product marketing provides such a critical marketing function.
Sales enablement and content marketing are both critical components of any effective marketing strategy. But they’re often viewed as completely separate functions that are done independently of one another. The reality though, is that for them to be most effective, they need to work together.
This blog will provide an overview of both to help you understand the value of using them together in your business.
Marketing is a business necessity, but should marketing be done during times of crisis? And if so, how?
This blog will provide you with a few ideas and Do’s and Don’ts to consider.
The Realities of Implementing a Remote WorkforceRichard Hatheway
Due to the COVID-19 pandemic, businesses large and small are stating they're encouraging their employees to work remotely, but have they considered what needs to be done to make that happen? This article highlights several areas across the business that need to be considered in order for remote working to be effective.
Remote Employees - Are They Right For Your BusinessRichard Hatheway
Employers are beginning to realize that the COVID-19 virus will not only impact their business operations today, but it will also continue to impact them into the foreseeable future. Due to this, the standard employer-employee business model needs to change and new options, such as remote workers, need to be considered.
This blog provides a few things for businesses to consider about using remote employees.
Buyer personas are a useful tool to have in any marketer’s toolbox, as they help you understand your customers better. However, many marketers don’t know how to develop a buyer persona or even how to get started.
This article will provide you with an overview of what a buyer persona is, and outline the basic steps needed to develop a buyer persona.
Companies today take many approaches when it comes to growing their business and marketing their products, but there are two primary forms that most of the others can be combined into: whether the business is Sales-driven or Marketing-driven. Knowing which approach your business uses helps you understand what needs to be done to get your product in front of potential customers.
This blog will provide a brief overview to help you understand the differences.
Sales and Marketing Alignment - The Secret to More RevenueRichard Hatheway
This article will explain what Sales and Marketing alignment is, explain the benefits of Sales and Marketing alignment, and provide best practices to help more fully align your Sales and Marketing departments.
The Complete Guide to Developing a Marketing BudgetRichard Hatheway
Marketing budgets are a business critical tool, as they help you determine what the costs will be for the various campaigns, programs and activities that the Marketing Department runs throughout the year. Unfortunately, most marketers don’t know how or where to begin creating a budget. While business courses in college may have touched on the subject, the reality is that most marketers learn how to develop a budget on the job, often through trial-and-error.
This blog will provide an overview and outline of the basic steps needed to develop a marketing budget from scratch.
It's Sales AND Marketing, NOT Sales OR MarketingRichard Hatheway
Sales and Marketing departments are critical, integral functions to businesses. As such, they need to work together to ensure that the desired outcome for both functions - sales - occurs. Unfortunately, that often does not happen.
Do you use Calls To Action (CTAs)? Do you know what a CTA is? This blog will give a quick, concise overview of what they are, how they can be used and why you really should be using them.
Recruiters & Hiring Managers: Remember Professional Courtesy in the Hiring Process
1. Recruiters & Hiring Managers:
Remember Professional Courtesy
During the Hiring Process
OVERVIEW
This blog is addressed to all hiring managers, recruiters, HR personnel and anyone else
involved in the job screening and interviewing process. It addresses the lack of
professional courtesy that many job seekers experience on a regular basis, along with
several reasons why the hiring manager (et al) should act more professionally.
THE PROBLEM
There’s a problem with the job hunting process as it exists today.
The problem is that many (or perhaps even most) job seekers are treated very poorly
after the interview is completed, by the hiring managers, recruiters, HR personnel and
all the others who are involved in the job screening and interviewing process.
How are they treated poorly?
They go through the interview process and then never hear anything further from
anyone at the company. They don’t receive updates on their status as a candidate.
They don’t receive any communications from the people they’ve spoken with. They
don’t know if they’re still in consideration for the position.
They’re basically ignored.
THE SOLUTION: FOLLOW UP
2. The solution to this problem is very simple. If during a job screening or interview call
with a potential candidate, you (as the representative of the company) make a
commitment to that person that you will provide them with an update by a certain date,
then do it!
In other words, don’t leave the candidate hanging, wondering if s/he is still in
consideration for the position or not. That is not professional behavior!
This means that if they’re no longer being considered, let them know. If the position has
been put on hold, let them know. If there are delays in the hiring process, let them know.
If you need more information from them, let them know. If they’re still being considered,
let them know.
You as the hiring manager or recruiter have the responsibility to exhibit professional
courtesy and communicate with the candidate.
We know, you’re busy with all of the screening and interviewing you’re doing. Great.
That means your company is growing, so you’re going to continue needing to hire new
employees. But if you don’t follow up as promised with candidates already in process,
you’re missing a huge opportunity.
MISSED OPPORTUNITIES
A huge opportunity? For what?
For the candidate to have a good initial experience with your company, whether they’re
hired or not.
The fact is, if a candidate has a good experience, whether they are hired or not, they
may help spread the word about what great people work there, what a great place to
work your company really is, what a positive culture your company has. Depending on
the level of discussion, they might even say what a good product or service your
company has. Or just what a great company it is overall.
That’s free, positive advertising for your company. It also helps you, as the recruiter or
hiring manager, to get more qualified candidates into your pool of people who could
possibly be hired in the future.
Remember, while the person may be just a job candidate now, every candidate is a
potential future employee of your company and deserves to be treated with the same
respect that your employees receive. In addition, even if that candidate is not hired, in
the future that same person may become a customer of your company. A positive
candidate experience not only helps position your company for success now, but also
for potential future customer growth and sales.
3. However, if you don’t follow up with the candidate, especially after you’ve made a
commitment to do so, that can have the opposite effect. You’ve exhibited less than
professional behavior by “ghosting” the candidate, which means the candidate has now
had a negative experience with your company that leaves a bad impression.
Because of your lack of follow up, you’ve given the candidate a reason to think and/or
say negative things about your company. The candidate will likely spread that negative
impression around, via word of mouth, within their circle of friends, within their own
network, or worse, via social media.
While it may not seem like a big deal to you if you don’t follow up with the candidate as
promised, you need to realize that the potential impact can be huge. That negativity
being spread around may potentially impact other candidates who might have been
considering your company, so that they don’t even want to talk to you now. Or a key
hire that you might have made goes to work for a competitor. Or even worse, if the
candidate you ignored ends up as a potential customer of your company in the future,
that bad experience may also come back and influence him to not choose your
company or product.
Is that a chance you’re willing to take? More significantly, is that a chance that your
management would want you to take?
DON’T IGNORE CANDIDATES
If the timeframe has passed by when you were supposed to provide the candidate with
an update and you haven’t done so, you can still do it. Send an email and apologize for
the delay. The candidate will understand and will appreciate the update. Even if all you
do is take 30 seconds to send out a generic form email saying the candidate is no
longer in consideration, at least you’ve honored the commitment you made to the
candidate. You’ve followed up and you’ve provided closure to the candidate about that
potential opportunity.
And if the time has passed and the candidate reaches out to you for an update, don’t
ignore them and not respond! That is not professional behavior. Respond with an
update.
SUMMARY
Remember, your job as the hiring manager or recruiter is to find the best person for the
job. You don’t want to do anything wrong that could potentially cause problems, either
now or in the future.
So if you’ve made a commitment to the candidate that you’ll follow up with them, do so.
It’s the PROFESSIONAL thing to do. It’s the COURTEOUS thing to do. Moreover, it’s
the RIGHT thing to do.