Ladders 101 The most influential people in the world of work, management, and career

Ladders 101 The most influential people in the world of work, management, and careerLadders 101 The most influential people in the world of work, management, and careerWe spend a third of ur lives at work - and thats a modest estimate. Usually, its not just for a paycheck. We expect a lot out ofwork money, of course, but also recognition, fulfillment, new relationships, and new challenges. And what we put in is just as complicated time and effort of course, but also spirit, ambition, and a desire, maybe, to improve the world in our own little way.Thats a tall order. So when we want to do better, we look to the people who stand out, who make us want to improve, who show us the way to think bigger.As we launch Ladders, a new daily publication about how work changes us and the world around us, we want to honor the people who really do work right - from the professors and psychologists who teach us more about ourselves and the economy to the women who fight for equal pay to the celebri ties whose stories teach us to try harder and ask for better. Theyre people who capture who we are, who we want to be. And in this unique moment in history, when everything about work is changing, they also tell us where were going.This list of 101 people represents thoseto whom we look for inspiration. We hope their accomplishments, and their advice, lift you a little too.- The Ladders Team

7 Questions Candidates Might Ask About Your Corporate Culture

7 Questions Candidates Might Ask About Your Corporate Culture7 Questions Candidates Might Ask About Your Corporate CultureWhen the national unemployment rate is low, highly skilled accounting and finance professionals are harder than ever to find. And when you do discover top talent available for hire, theyre often fielding multiple job offers.To land these sought-after candidates, be prepared to champion your firms corporate culture. If youre like many senior financial executives today, youll be well-prepared to talk details about this topic with candidates. A recent Management Resources survey found that mora than half (51 percent) of chief financial officers (CFOs) are at least somewhat involved in shaping their organizations corporate culture. Nearly one-fifth of those respondents report that they are very involved.Todays job candidates seek employers that offer work styles and values that align with their own - in addition to competitive compensation and attractive benefits. An d they wont hesitate to interview you about how your workplace operates. Following are some questions you might hear from candidates, and how best to answer them1. How would you describe your companys culture?This question cuts right to the chase - but answering it can be tricky. Corporate culture is a broad topic that encompasses everything from the companys emphasis on work-life balance to its commitment to community outreach and sustainable business practices.When describing your companys culture to a befhigung hire, think about what makes your organization a great place to work. Aside from profitability and efficiency, what are you working toward? For example, is your firm focused on continuous innovation, and embracing new technologies? Is enhancing the customer experience a top priority?And think about your current employees How do they communicate and collaborate? What motivates them? How do they manage work-life balance (and how does the business help them to do that)? If p ossible, include proof points, such as a low turnover rate, to help demonstrate that youre fostering a work environment where professionals feel content.2. What are some ways that you invest in your employees careers?Talented professionals want to know theyre more than just another cog in the machine. So, be sure to talk up all the professional development or training opportunities that your organization offers. These efforts may include reimbursement for conferences, certification courses and exams, and memberships to professional associations.Dont forget to tout your in-house efforts, too, such as lunch-and-learn sessions, guest speakers and a formal mentorship program.3. How long have you been with the company?Hiring managers watch for red flags during the interview, and so do job seekers. One of the signs that tell good candidates to run away is a lot of short tenures. So, be proud of the number of years youve been with the organization. Its even better if you can talk about int ernal promotions. If youve recently joined the company, mention how long your main employees have worked there.But more than the number of years, what candidates really want to know is why you like your job. So, youll want to list some reasons why you choose to stay with the firm rather than exploring opportunities elsewhere.4. What does your company do to promote diversity in the workforce?A diverse gruppe sparks more innovation than a homogenous group, and socially conscious candidates look for evidence that a future employer values inclusion as much as they do.Talk about your companys commitment to diversity, and the hiring practices it applies to ensure its workforce includes people of different races, ethnicities, genders, generations, geographical backgrounds, work histories, personality types and more.5. What happens here when an employee fails?Talented accounting and finance professionals want to work in an environment that encourages smart risk-taking. Come up with a few re al examples to share with the candidate about previous failures that became learning opportunities - and how employees were encouraged to apply those lessons and, in turn, improved results.6. How does your company or department celebrate achievements?The underlying question here is, How do you show your employees you appreciate them? Not many people want to work for a firm that doesnt value their contributions.Mention employee recognition programs and incentive structures for top performers. Describe the different ways that you thank your workers for a job well done, from delivering verbal kudos to providing spot bonuses.7. What corporate social responsibility (CSR) programs does your company have?Accounting and finance professionals are increasingly interested in working for organizations that share their social values. Research from Management Resources backs this up Six in 10 CFOs said social responsibility programs enhance their firms recruiting and retention officers.If your c ompany doesnt currently have a formal CSR program, consider alternative options, such as offering employees paid time off for volunteering opportunities. Also, be sure to mention the charities and nonprofits that your business works with - and the positive outcomes stemming from that involvement.Turning the tables Assessing candidates organizational fitCompany culture fit goes both ways. To help keep morale high and turnover low, you want to hire people who mesh with your unique work environment. Here are some questions you can ask to determine whether candidates will be a good match for your firmWhat type of work environment best suits you?Do you typically consider your coworkers as friends, or do you prefer to keep things purely professional?Whats an example of a time you took a risk at work? How did it turn out, and what did you learn from the experience?When it comes to something as important as corporate culture, its only natural for both job seekers and employers to want to k now more. The better you can answer questions about your organizations values and your teams work style - and gauge candidates answers to your similar questions - the better chance you have of making a great hire.For more insight on the importance of corporate culture in hiring and retention, and tips for talking about your workplace culture with potential hires, download Robert Halfs free report, Organizational Culture The Make-or-Break Factor in Hiring and Retention.

Effective Workforce Transition

Effective Workforce TransitionEffective Workforce TransitionEffective Workforce TransitionCourtesy dsim.inSuccess is an abstract goal that everyone wants to pursue in their entire life no matter what happened. It depends on different individuals that they will have different definitions of success. Most college students believe the transition from college to workforce will be a turning point of life that they desire to succeed in. Therefore, hard skills, soft skills, and experience play an important role in helping these students to facilitate their transition to workplace creatively and successfully.Being expertise in job skills or hard skills is undoubtedly an important factor in succeeding in our career. Most of employers cannot deny the essence of hard skills when they recruit new employers to work for their companies that they look at applicants resumes and university degrees first. We cannot apply for jobs without them. For example, if one company is recruiting for an accountan t position, it cannot look for a cosmetology degree. Therefore, while enrolling in a colleges, students should be sure of their desired careers and set up degree plans to know where they are and where they are going to. Making sure to have right credit hours will be helpful for them to save time and money to graduate and get ready for jobs. It is also a good idea to widen knowledge that relates to their major. The more they excel in their major, the more they are exceptionally distinguished from other people. However, it is not a wise choice to focus only on their majors. Challenging themselves and mastering other study fields can support their main majors. For example, if a student enrolls in classes to get a psychology degree in addition to nursing degree, he or she will know better his or her future patients feelings and emotions. Those students who possess two or more degrees are usually superior to those who earn only one degree.If technical skills assist students with impressi ng their interviewers, soft skills are such great tools that give them seats on jobs and promotion. According to current statistics, 77 percent of employers consider soft skills are as important as hard skills. Some of soft skills that every student needs and employer looks for are communication, collaboration, adaptability, and problem-solving skills. In the environment of workplace, communication helps students express themselves well, persuade other people, or even explain to a team member what they need. Moreover, employers often look for applicants who possess the ability to work in group. They are supposed to be sometimes a leader, sometimes a good follower, meet deadlines, and cooperate with others to achieve a common goal. In addition, it will be a bonus point if students have passions for learning and stretching their skills to adapt to changing needs of organization. It also attracts recruiters when their applicants have the ability to use creativity, logic, information, a nd available sources to solve the problems. However, the question is How can they prove those soft skills to their employers? Actually, they should show, not just tell those skills on resumes or cover letters. Resume writing skill is important. Impressive resumes can attract their employers. Students can find many valuable sources of how to write first resume including visiting webpage entry-level resume for further reference.In addition to soft skills, experience in students majors is also what the employers are seeking for. Nowadays, when college students graduate and apply for jobs, most of companies that they apply for require at least two-year experience. In fact, knowledge that students earn from colleges is not enough to enter the workplace. There are many things that colleges do not teach students, so they have to learn on their own and practice outside of school to gain experience. It is believed that when students practice, they can learn how to do their jobs better after committing a variety of mistakes. After that, they become experienced professionals in their jobs that they can hardly do anything wrong at work. As a result, it is essential for them to have experience for the preparation of workforce transition, which is another world differing from college. In fact, while they are in colleges, they can boost their experience by taking part in voluntary programs or applying for internships of institutions that relate to their majors. Not only do these activities help students impress their employers with experience, but they also gives them general pictures of how their future careers look like. Once they have experience in their majors and understand them better, they will feel confident in their workplace and enjoy their jobs.With the high competition of today workforce along with the nonstop development of our country, hard skills, soft skills, and experience are college students best preparation for their successful workforce transition. This transition, one of the important stages of life, marks each students growth to set their foot into a completely different world from schools. Life is unpredictable therefore, mastering those skills will facilitate students careers and be a ladder to their success in the future.Bao BuiA Creative Workforce Transition Scholarship participant.I am recently an international freshman with a deep interest in nursing. One of my favorite hobbies is helping other people. I am also currently a volunteer of a nursing home and a community hospital near my house. When I was a little girl, I admired doctors and nurses so much because they are use their hands to take care of other people. As a result, now I also want to use my hands to help other people in need. My favorite quote is We only have what we giveIf you need cv editing service dont hesitate to contact us.