Interviews

Discovering Alternate Careers

Posted on October 29th, 2012 by Dexcomm HR Department

Discovering Alternate Career Opportunities That Are Right for You

Many people choose careers based on parental guidance and approval, financial reasons and acceptability in their social context rather than choosing jobs and careers that are aligned with who they are as individuals. People who choose careers based on external factors rather than intrinsic reward often find themselves in the midst of “alignment crisis” or what is commonly referred to as “mid-life crisis”. They become burdened with debt and other financial obligations under their current career earnings and find it hard to escape the trap of these obligations in order to find a career that is more aligned with who they are. Making the choice to explore other options is a big step in the search process and an important one if alignment is important to you.

Your career

Making a career change isn’t easy, but a little creativity can go a long way….follow these easy steps in discovering alternate career paths that are right for you.

 

First, get to know yourself again. What makes you tick? What is easy for you? What do you love? What are you naturally attracted to? Consider doing some exploration within your community. Join different groups that attract you and contribute in ways that feel good to you. You’ll know you’re on target when your contribution is something that really excites you.

 

Next, do some discovery around working styles that work for you. For example, what work environment encourages the most creativity and productivity for you? Do you work best with lots of structure or do you require less. What work schedule fits your needs and how flexible do you need it to be? Do you enjoy working with others or do you prefer working alone. Do you love being indoors or outdoors? All of these factors will help you to determine how, when and where you work best. In addition, are you comfortable working in high stress situations or do you prefer to go home without bringing thoughts of work into your home? It is important to think about how much of your life you want to dedicate to your career.

 

Third, what is your monthly income requirement? Remember that most expenses are choices, so if a career change involves a cut in pay, it is important to decide weather or not the career change is more important than purchasing a newer vehicle, for example. Making conscious choices about how you spend your money will help support you in your career goals. The freer we are financially will contribute to how free we are in making career changes and other choices and decision in life.

 

Consider taking a career assessment either online or with an employment agency or university. These tests can help us to discover careers that are aligned with who we are that we may have never known existed. Once you’ve targeted a career that you are interested in, look for people in your community who are in that career now. Consider doing job shadowing or meeting with someone to learn more about the day to day work that is involved. Consider taking small steps in getting acquainted with the type of work you’re attracted to before you take a big jump blindly.

 

Begin a job search for your new career path. Put the word out on the street that you are looking. Make business cards, market yourself, take classes and start living it. Remain positive and open and know that it will happen. Don’t force the process. Live it instead. The time it takes to career alignment and discovery is different for everyone. Some may gain clarify over night and some may take years to discover the perfect fit for them. Don’t rule out creativity when it comes to creating the perfect career path for your self. If the job doesn’t exist, how can you create supply and demand for your contribution to the world?

 

Remember, the most successful people in their careers are usually successful because of their love for what they do rather than their drive for financial success or external drivers. Do what you love and they money will follow….trust yourself! To read more about finding the right career path for you, click here.

 

 

Here at Dexcomm, we work hard to ensure that we hire people who are a “fit” for service: to our customers and to each other. That’s why it’s Your Voice. Heard. To learn more about employment opportunities at Dexcomm, click here.Now-Hiring

Interviewing for Organizational Fit

Posted on October 22nd, 2012 by Dexcomm HR Department

If you’ve ever participated in the hiring process at your organization, you’ll know that what looks good on paper doesn’t always yield results when it comes to bottom line performance.

 

That’s why interviewing for organizational fit is so important. Matching personality traits with your organization’s culture and working style is vital to success in any organization.

Am I the right fit?

 

The term fit in hiring processes refers to two aspects: job fit and organization fit.

 

Job fit is a “micro” aspect of your qualities suitability with a job. It refers to the degree to which your competencies and interests’ responsibilities are relevant to the job. You’re considered fit to your job if you can perform well and are satisfied with your roles. Organizational fit is a “macro” aspect of your personal characteristic compatibility to the company’s values, behaviors, beliefs and norms. Culture fit is one of the organization attributes that is often used to measure individual congruence to the words and behaviors of every employee in the organization.” Click here to read more about “fit.”

 

 

Are you the Right Fit?

For example, would you take a bright-eyed bushy tailed eccentric marketing personality and place them in a very dry, very restrictive environment? It probably wouldn’t work so well. On the other hand, placing a very shy, non-experimenter on a creative technology team wouldn’t be the best fit either. So how can we tune in more to “fit” for the purposes of hiring in our organizations?

 

First, choosing interview questions that focus more on the individual and less on skills and experience is key. Reading the resume and performing a simple reference check before hiring should give you most of what you need to know in terms of skills and experience for the job, but the interview is how you’ll learn more about the person.

 Commitment FitCore Values FitAvailability Fit

Questions to consider are those that target the latest books the interviewee has read, hobbies and interest, pets, and their involvement in the community. If their face lights up as they share with you, you’ll know this person is very in tune with themselves, they know themselves and chances are you’ll have a highly engaged employee on your team. If you sense that they are deflated and have a hard time telling you anything about themselves, be wary….this person may not be living with much vitality which can show up in low performance. Other questions that are great in interviewing for “fit” are questions like, “what mistakes have you made recently and how did you grow from them, what is it people like/dislike about you, and what do you love more than anything else in the world?” During the interview, pay attention to how your body responds to this person. Did you feel energized or deflated, what does your stomach tell you rather than your head? Your body can give you signals to what you already know exists…tune in.

 

Job FitHere at Dexcomm, we practice interviewing for “fit” through our extensive hiring process geared towards finding the best, most personable phone operators to answers calls. After skills and experience are verified through screening, interviews are held with members of the management team in which the interviewee is evaluated against Dexcomm’s core values and culture. Click here to view Dexcomm’s take on “fit” within our organization. Or @sk our Expert Steffy.

 

Behavioral Based Interviewing Part 2

Posted on October 15th, 2012 by Dexcomm HR Department
Best Practices for Human Resources Professionals and First Line Supervisors: Behavioral Based Interviewing

 

Part II:

 

In Part 1 of this series we discussed the concept of behavioral-based interviewing as well as tips on preparing for the interview. The next step in this process is conducting an effective behavioral-based interview.

 

Here are some tips on conducting an effective interview:

  • Welcome the candidate and make them feel comfortable.
  • Provide the candidate with a copy of the questions that will be asked in the interview.
  • Begin the formal interview by briefly reviewing the candidate’s education and experience.
  • Ask the same questions of each candidate being interviewed for the same position.
  • Tell the candidate about the job and the organization.
  • Clarify any questions about the candidate’s education and work experience, if necessary (i.e. fill in gaps).
  • Ask questions and follow-up to probe for details and accomplishments—ideally at least 2–3 examples in each area. Get complete examples which include: the circumstances that the candidate encountered, the actions that the candidate took, and the outcome of the actions taken.
  • Take notes and assess the candidates – Exceptional performance must be indicated in your notes.

Click Here for more on tips on conducting interviews.

 

During the interview, use behavioral-based interview questions similar to the ones listed below in order to better predict future behavior:

 

  • Describe what you would say if asked to talk about yourself in a group of 15 people.
  • If someone told you that you had made an error, describe how you would react and what you would say in your defense.
  • If someone asked you for assistance with a matter that is outside the parameters of your job description, what would you do?
  • You are a committee member and disagree with a point or decision. How will you respond?
  • Describe what you would classify as a crisis.
  • You are angry about an unfair decision. How do you react?
  • Suppose you are in a situation where deadlines and priorities change frequently and rapidly. How would you handle it?
  • How do you know when you are stressed? What do you do to de-stress?
  • Tell me about a time when you were a part of a great team. What was your part in making the team effective?
  • Give me an example of a time when you had to deal with a difficult co-worker. How did you handle the situation?
  • How do you think your co-workers would respond if you were absent from work?
  • Can you tell me about a time during your previous employment when you suggested a better way to perform a process?
  • Tell me about a personal or career goal that you have accomplished and why that was important to you.
  • Give an example of a time when you were trying to meet a deadline, you were interrupted, and did not make the deadline. How did you respond?
  • What strengths did you rely on in your last position to make you successful in your work?
  • What do you do when you know you are right and your boss disagrees with you? Give me an example of when this has happened in your career.
  • Tell me about a situation you wish that you had handled differently based on the outcome.  What was the situation?  What would you change (or will you change) when faced with a similar situation?
  • Suppose your supervisor asked you to get information for them that you know is confidential and he/she should not have access to. What would you do?
  • Describe a time when you performed a task outside your perceived responsibilities. What was the task? Why did you perceive it to be outside your responsibilities? What was the outcome?
  • It’s 4:30 on a Friday afternoon. Your supervisor gives you an assignment that needs to be finished by 8:00 Monday morning. You have already made plans to be away the entire weekend. What would you do?
  • If you observed a co-worker who made inappropriate sexual or racial remarks to another employee, and it was obvious to you that the situation was creating an uncomfortable environment, what would you do?

For more information on behavioral-based interviewing, visit Society for Human Resource Management. 

 

@sk the Expert - SteffyStay tuned for more information on Best Hiring Practices. To learn more about Dexcomm and our hiring practices, click here. 

Behavioral Based Interviewing

Posted on October 8th, 2012 by Dexcomm HR Department
Best Practices for Human Resources Professionals and First Line Supervisors: Behavioral Based Interviewing 
Part I:

 

Interviewing potential candidates for hire can be a tough job; especially because making a hiring decision based on a few short questions can be a little intimidating. That’s where behavioral based interviewing can be a useful tool for you.

According to the California Department of Human Resources, behavioral based interviewing is the concept that the best predictor of a candidate’s future performance is his or her past performance. Therefore, behavioral interview questions are built around specific incidents that have happened rather than hypothetical situations. The interviewer asks the candidate to describe what they have actually done rather than what they would do in a ― what if situation.

Tips on preparing for the interview:

 

  • Review the candidate’s application and resume.
  • Review the position’s critical general competencies and the successful behavioral indicators that demonstrate each competency on the job.
  • Identify the general competencies that will be asked about as part of the interview. One way to decide which competencies to include in the interview is to consider the competencies that are required to successfully perform the most critical job duties.
  • Identify the set of questions that will be asked during the interview process. The interviewers do not need to include all of the questions for each competency.
  • Work with your Human Resources staff to identify any questions specifically related to the organization, the classification or the job specific technical competencies.

 

@sk the Expert - Steffy

 

Stay tuned as we discuss conducting the interview and list example behavioral-based interview questions in Part II of this series.

 

eBook How to Hire and Retain Superstar Employees

Posted on September 19th, 2012 by Dexcomm

eBook How to Hire & Retain Superstar Employees

 How to Hire and Retain Superstar Employees

A talented workforce is key to any successful organization but finding superstar employees and keeping them can prove to be challenging. They might leave because of job dissatisfaction or be lured away by another opportunity. In this eBook, our Experts will help you to identify great employees and reduce your employee turnover. We’ve included exercises you can do with your staff to help introduce some of these fun techniques into your organization to help attract and retain superstar employees!

This eBook will provide:

  • Ideas for recruiting superstar employees
  • One-on-one interview questions
  • Tips and techniques for engaging staff

Click here to read!

Looking for more? Check out Dexcomm‘s library of free resources.

 

First Impressions in the Workplace

Posted on September 3rd, 2012 by Dexcomm HR Department

Interviews & Impressions

First impressions in the workplace are an important part of interviewing for your new job, when meeting someone for the first time, or providing excellent customer service. All are important for moving up the career ladder or achieving what you want out of the workplace.

 

When you are first introduced to someone or meet someone for the first time, a person will naturally make assumptions about you. Those assumptions quickly turn into judgments about who you are and many times judgments can be incorrect.

 

To avoid giving a dull first impression, here are a few tips our Dexcomm experts put together to help guide your first interactions with others in the workplace:

  • Pay attention to who you are with. Being present in a conversation is an important part of how they experience you. Refrain from doing too many things at one time like helping a customer, talking on the phone or texting.
  • Avoid clothing that is worn or outdated. Instead wear clothes that are an extension of who you are and that make you feel good about yourself in a professional situation.
  • Practice good hygiene and refrain from using too much cologne or perfume.
  • Be aware of your body language and facial expressions and how they impact others. Make eye contact, smile and be friendly.
  • Practice a firm handshake.Now-Hiring

 

 

 


We hope these tips will serve you well as you climb the ladder in the workplace. To learn more about career opportunities at Dexcomm click here.

 

 

Steffy Ritter - Dexcomm Business & HR ManagerFor more on giving a good first impression:

What Does Business Casual Dress Really Mean?

Posted on August 20th, 2012 by Dexcomm HR Department

 In many professional and white-collar environments, particularly in Western countries, business casual has become a popular dress code. The standards of formal business attire like dress pants, ties and suit jackets have recently been replaced in many workplaces by more casual styles.

 

The interpretation of how business casual is defined varies from one organization to another, but generally speaking, it can be broken down into these examples.

 

For Women: Business casual can be a knee-length skirt or pants with a dress shirt or an informal dress of suitable length.  A decorative sweater or cardigan works as an appropriate cover-up.

 

For Men: Business casual can be a collared shirt and cotton pants like khakis with a belt.

 

Unacceptable clothing usually includes t-shirts, shorts, denim, tennis shoes and sandals for men.  Any clothing that would be considered too revealing for the workplace is also inappropriate. Revealing clothing can include anything that reveals too much cleavage, stomach, legs or any other area of the body that an organization deems improper for the workplace.  Consult your company’s policy manual for a more detailed description of acceptable business attire.

 

To read more about business casual dress, click here.

10 mistakes you should avoid during the interview process.

Should I Send a Thank You Letter After My Interview?

Posted on August 6th, 2012 by Dexcomm HR Department

Should I send a thank you note after my interview? Job Seeker Tips

Job Seeker Tips

 

After a stressful job interview, you might breathe a sigh of relief because the tough part is over.  However, there is a crucial step that could make or break an employer’s decision to hire you. A simple thank you letter makes a great impression and might help land you a job.

 

 

 

  • Start by asking for your interviewers’ information. Pick up a business card on the way out or on the way in is usually all you need.
  • The first twenty-four hours following the interview is usually the best time frame for saying thank you for their time.
  • Email is usually considered appropriate, but consider sending a letter if the setting is more formal. Either typed or handwritten is acceptable.  Ensure that the envelope and paper are neat and clean.
  • If multiple people participated in your interview, be sure to thank them all by either sending an individual thank you to each or by sending one letter that is addressed to all parties.  Individualize each letter by including a sentence or two on a specific topic spoken about during the interview.
  • Include in the letter any information you want to re-iterate or you left out of your interview. Keeping the letter short and simple is best.
  • Be sure to have someone proof your letter for any grammar or spelling errors.

 

It’s reported that only 4% of interviewees send follow-up letters.  In this competitive job market, sending a thank you note can make yourself memorable and land you a career!

 

Click here for to view a sample interview thank you letter.Good Luck!

Learn how to knock HR’s socks off!

How Discrimination Laws Affect the Interview Process

Posted on July 2nd, 2012 by Dexcomm HR Department
Discrimination laws can be confusing during the interview process. It can be surprising to know what questions are considered discriminatory.

To refresh your memory, laws that affect the interview process are:

  • Title VII of the Civil Rights Act of 1965 (Race, Sex, Color, National Origin, Religion)descrimination laws
  • Age Discrimination in Employment Act (ADEA)
  • Americans with Disabilities Act (ADA)
  • Immigration Reform and Control Act-Citizenship and National Origin (IRCA)
  • National Labor Relations Act-Union Membership (NLRA)
  • Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Bankruptcy Act and Child Support Enforcement Amendments

Here are some questions to ask and don’t ask while interviewing a candidate:

Don’t Ask: Ask:
When did you graduate or when do you intend to retire? Are you old enough to do this type of work or can you supply transcripts of your education upon request?
Do you have a disability, have you ever filed a workers compensation claim or do you have a history of drug or alcohol use? After review of the job description, can you do the duties listed in the job description, with or without an accommodation? (If a worker has an obvious disability or reveals a hidden disability, you may ask the person to describe or demonstrate how the applicant would perform job duties.  Employers must provide reasonable accommodation to candidates who have disabilities.)
What outside activities do you participate in? What professional associations are you a member of?
Are you married, when do you plan to start a family or do you have children? Are you available to travel frequently, work overtime with no notice, including evenings and weekends? When we check references/background, are there other names we should look under?
Are you a citizen of the US? What country are you from? Where is your accent from? What nationality is your last name? When does your visa expire? If you are hired, are you able to provide documentation to prove that you are eligible to work in the US?
Do you own a home/car? Have you ever filed bankruptcy?  Are you subject to any garnishments or child support orders? Will you sign a form authorizing us to perform a credit check? (If a criteria for the job.)
Can you provide the status of your military discharge? Will you miss work to perform military services? What experience did you gain in the uniformed service that is relevant to the job you would be doing?
Have you ever been arrested? Have you ever been convicted of a crime? (You must qualify this question by stating that a conviction will not automatically disqualify a candidate. You do not have to limit your inquiry to a certain period of time and you do not have to limit to felonies.)

A candidate’s race will usually be at least somewhat evident, but race related discussions or questions might imply a preoccupation with that factor.  In addition, employers need to be aware of religious and cultural variations on appearances so violations are kept to a minimum.

Learning as much about a candidate’s skills and abilities during the interview process is vital to the success of your organization.  However, it is also important to respect the rights of the candidate. Violating many civil rights and laws sends a negative message to the public. Proper questions will allow you to evaluate your candidate and still respect their rights.

Wrapping up the Interview

Posted on June 25th, 2012 by Dexcomm HR Department

Wrapping up the interview is as equally important as the interview itself.  It is the perfect time to allow the candidate to communicate more about his/her qualifications as well as ask questions.

 

Be sure to provide documents describing your company and benefits to help the candidate make an educated decision about whether or not the position is a good fit for them.  Ask if the candidate is interested in the job based on the information you’ve provided during the interview and let them know when to expect further contact from you.  Professionalism and courtesy go a long way when a candidate has multiple offers to consider, so walk him/her to the door and thank them for their time.

 

Once you’ve chosen the best candidate for the position, it is time to make the offer. It is not necessary to have salary discussions during the first interview; however, you may feel that it is important to find out if the candidate has any salary requirements to ensure that you are not wasting your time. You might even reveal the salary range stating the entry-level amount and what one might make at a senior level position. This way you and the candidate feel comfortable moving forward. While a verbal salary offer is usually a first step, it is important to follow up with a written offer via your Human Resources Department in order to iron out Compensation and Benefit details.  Information like position title, start date, pre-employment requirements, health insurance, retirement, vacation packages, pay periods, etc will also need to be included in the written offer. Good Luck!

 

We hope this  has added some confidence and effectiveness to your interview process. Remember, the more time and preparation you put into this process, the better hires you will make, thereby decreasing your overall turnover.

 

Happy interviewing!!

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