An Expert Guide To Uncovering People's True Work Potential

Industries and Jobs That Are Hiring…

June 17th, 2009

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… it’s true. They are out there. Believe it or not. Even though most of the news that we hear on a daily basis seems to indicate overwhelming job losses and negative news - there are industries and certain jobs that continue to hire and add jobs. According to Manpower, a leader in the candidate assessment and employment services industry, employers are still finding it difficult to find candidates in the skilled trades and specific niches.

Point and case - engineers, nurses and machinists. Although it’s definitely an employers market, there is a deep gap in the backlog of qualified and educated workers to fill certain positions. Experts agree that these trend will continue, in part because of the enormous stimulus money that will be spent on infrastructure projects, requiring engineers and trades people. While many candidates go through a rigorous hiring selection process, qualified engineers, nurses and trades people have a fairly straight path given the current needs.

In addition, nursing continues to experience a shortage of qualified and willing workers. As the baby boomer generation continues to blossom into “late adulthood,” more and more people will unfortunately require medical attention - testing the system and resources of the industry.

So what if you’re not an engineer, nurse - or abandoned your dreams of becoming a plumber? Here are some tips finding a job during a recession:

1. Analyze The Data
The above is a perfect example of how you can take advantage of a seemingly negative situation. If you’ve never thought about going into engineering or nursing, perhaps now is a good time. You should be aware of industry data, trends and overall employment information. Find an industry or employment area that is in need of people. Do what you have to do to get in the door by improving your skills, attending school or using your existing knowledge and experience to leverage potential opportunities. Every plumbing company and hospital also needs an accountant, so think outside the box and how you can compliment what you’re good at into an employment opportunity.

2. Refresh/Reset Your Career (Or at least be open to the idea…)
Again, nobody expects you to go from your financial accounting job to becoming a registered nurse. But - be willing to freshen up on your skills by taking upgrade courses to make your qualifications more recent and relevant. Consider contacting local universities, colleges and schools to get the latest and greatest information. You’d be surprised at the amount of courses and subjects that are now being offered. Don’t give employers a chance to look over your resume and reject it because you’re lacking a certain skill. If you’re not familiar with MS Word, Excel or have a tough time navigating the Internet - make the call. Take an employee personality test to see what careers you’d be a good fit for.

3. Practice, Practice, Practice
When was the last time you had a job interview? If it’s any significant amount of time, chances are you’ll want to role play and get back into the swing of things. There is nothing wrong with asking a friend or partner to go through a mock interview with you and to provide you with some feedback. Remember that an interview can make, or break your job prospects. Therefore, don’t underestimate the power that a good interview can have and make sure that you’re prepared. Confidence is key, so eliminate any doubts or chances of freezing up.

4. Clean Up That Resume and Yourself
Make sure that the interview you’re sending out has today’s date on it and isn’t the one you used to get your last job. Ensure that it’s addressed to the right people and that it reflects your most recent work experience. Think in action oriented terms and showcase results that you’ve achieved. If you’ve taken an employment test, make sure to include your findings. This may also be a good time to shave, get a haircut and put on some cologne. Just saying… Place yourself in the shoes of the person reading it - why would they want to see and eventually hire you?

5. Be Flexible In The Work You’re Willing/Have To Do
If the concepts of freelance or part-time work seems foreign to you - visit Freelancia or Part-timland and check out the sites. Chances are, that you’ll have to be a little more accommodating to the realities that currently exist. If jobs aren’t easy to come by currently, consider working a freelance or even part-time job to make ends meet in the meantime. The flexibility and potentially loose scheduling that comes with these positions could be a blessing in disguise and allow you to continue to seek full-time work opportunities.

6. Step On The Social Network Gas Pedal
Remember all those times when you were on Facebook, LinkedIn and the other social network sites… yeah, back to square one again, ironically. Make sure that you let people know you’re looking for work and are willing to meet, shake hands and kiss babies if you need to. Networking has never been made easier for us, so let’s take full advantage of it by broadcasting to the world that “I am looking for work.”

If you’re looking for work, need some career advice or interested in finding more information on increasing your chances of finding work - take the first step in the right direction by completing the ClearFit JobFit tool.

Tags: candidate analyis, Hiring test
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New Job Loss Numbers - It Ain’t Pretty…

June 10th, 2009

So just as things were looking up with gains on the markets and overall positive momentum, the economy put a big kaibosh on it all. Job numbers just came out and it ain’t pretty. It seems like we’re breaking all the wrong kinds of records these days, with the Canadian jobless rate at an 11-year high. With major automotive and manufacturing sector companies closing their doors at record rates, the news couldn’t have been positive despite positive sentiments on “main street.”

In the States, the jobless rate reached a 25-year high at 9.7 in May - a stark reminder of how difficult it is to find employment these days. According to the US Federal Reserve, unemployment rates are said to remain “elevated” until 2011.

A more staggering statistic is that job openings fell from 2.6 million to 2.5 million last month, which means that with close to 14 million unemployed in the US, (theoretically) every applicant is competing with at least five others for that same position. According to Heidi Shierholz with Economic Policy Institute in Washington, ”Unemployed workers are facing an increasingly uphill battle in the search for work.”

So despite market gains on the major indexes in North America and Europe, job losses continue to tell the true story of how the economies are going. Analysts and pundits alike agree that even if we continue to see positive short term gain, we are not out of the woods yet. Douglas Porter, deputy chief economist with BMO Capital Markets, told the Toronto Star that the Canadian labour market came “back to reality” in May.

“It’s hardly shocking that Canadian employment has retreated again–the job shakeout likely still has a way to go, even if the broader economy bottoms out in the coming months,” Porter says.

So where do you fit in all of this? Start by taking a free personal career assessment from the experts at ClearFit to find out what career you are a “clear fit” for. Once you’ve taken the assessment you’ll be able to view the results and use them to further your applications by providing proof of your strengths.

In addition, continue to see what’s out there and explore new opportunities by keep updated on industry trends, talking to friends and family and maintaining a positive attitude.

For more information stay tuned to this blog and feel free to email us directly at info[at]clearfit.com with any question or to set up your personal profile.

Tags: candidate analysis, free employee evaluation
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Marketing Yourself 101 - Using Career Assessments To Your Advantage

May 28th, 2009

Many times when you’re looking for a job or thinking about your career, you’ll think “how can I make myself stand out?” or “why did the other candidate get the job and not me?”… of course if the latter is the case you might use other language that we cannot/should not use on our G-Rated blog. Sorry.

They are both valid questions, and important to address in order to learn and improve your chances of getting a job. If you’re encountering resistance and in need of some advice on how to market yourself better, here are some tips worth considering.

1. Have A Relevant , Accurate And Updated Resume
There’s nothing worse then an old, outdated resume that doesn’t really reflect your qualifications or experience. Make sure that your resume is suited for the position that you’re applying for, including facts and accomplishments that highlight why you are best qualified for a particular job. Be ready to talk about your experiences and everything that you’ve listed on your resume. Make sure that you take a free employee evaluation from ClearFit to verify your strengths.

2. Apply Only To Applicable Jobs
Don’t waste your time by applying for jobs that are completely out of your range, scope and experience level. In other words, do everyone a favour and don’t apply to a job because they sound cool. That is one way to lower your chances of ever finding the right job for you. If you’re unsure about what jobs you’d enjoy and be good at, take a career assessment from a reputable organization and uncover your true work potential.

3. Align Appropriate and Reliable References
Chances are that at one point you’ll be asked for references. Be proactive and align yourself with individuals who you know will vouch for you based on your previous work. If you’ve gotten fired from a job in the past, probably not a good idea to have that old boss be one of you references. Just saying. Also, make sure to ask your references before giving out any contact information. The last thing you want to have happen is that they are called out-of-the-blue and caught by surprise. Again, one way to quickly NOT get a job.

5. Prepare Questions To Ask
If you’ve made it into a interview scenario, you’re pretty much guaranteed some question time at the end. The answer to that should be “Yes, I do have some question about this position/company/role…” not “No, I’m good thanks.” Show an interest in the company, the position you’re applying for and the person you’re talking to. Make the person you’re talking to remember you. If you have taken an employee personality test, show the results to your potential employer - the more info, the better.

6. Dress Appropriately For The Interview
The worst thing that you can do is dress too casual. On the other hand, you can’t dress up too much. Even a construction worker will put on a nice shirt for an interview (Disclaimer: Construction workers are fantastic people, they are also great dressers - the aforementioned analogy is meant purely for demonstration purposes. Please do not write us or be offended if you work as a construction.) So, make sure that you dress appropriately for your interview.

7. Leave Your Mark
Careful, let’s not get crazy here. The idea here is that you will be remembered for the great impression you’ve made, not being the story at the water-cooler tomorrow! Make sure that when you leave the interview they’ll remember who you are. People are usually good at interpreting the results of candidate analysis, therefore - compliment those by standing out from the rest both on paper and in person.

For more information on finding the right job, taking an employee personality test to find out what jobs you’d be good at, visit ClearFit today!

Tags: candidate analysis, employee performance software
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The Value of a Multicultural Workplace

May 22nd, 2009

Employment-test.org - Multicultural Workplace Environment

Are you at work right now? Have a look around you… in 2009 chances are that you are one of many colorful and diverse individuals that are working alongside with you.

Whether its race, religion, ethnicity, culture, sex or another unique characteristic, workplace diversity has become a reality in many work environments.

Diversity in a company is potentially beneficial to both employers and employees. It can result in better decision making, greater innovation and creativity which can lead to improved business development and product development, all resulting in potentially increased sales to a broader range of consumers.

In addition, a diverse and multicultural workplace can also have more intangible benefits. For example, by building a diverse environment you are supporting open dialogue and discussion amongst employees, resulting in a more relaxed and productive environment.

Another benefit of a diverse work environment is that employee retention can be much higher for companies that have greater diversity. People like to feel comfortable in their work environment that includes a diverse range of employees. Nobody likes to be “the only one” at work. Therefore, a diversified workforce allows people to socialize and relax with co-workers which leads to higher job satisfaction and less employee turnover.

Have a look at this interesting video discussing workplace diversity, not whether but how!

While there are a number of benefits, there can certainly also be challenges that arise as a result of having a diverse work environment.

A key challenge can be communication - overcoming cultural, language and perceptual barriers. These can all contribute to lack of teamwork, moral and productivity which can be very problematic. Ensure that you continue to communicate sensibly to employees in order to avoid this pitfall.

Other challenges include a reluctance to accept change, and perhaps even diversity itself. There will always be individuals who prefer to do things the way they’ve always been done. This attitude inhibits innovation and can present a challenge to managers.

One major step you can take to avoid any challenges and take full advantage of the diversity that surrounds you, is to create and implement a diversity plan for your own company. Outline the steps you’ll take to include diversity into your work environment, covering all aspects from decision making to hiring selection.

For more information on how to take advantage of a diverse work environment, visit the experts at ClearFit.

Tags: free employee evaluation, hiring selection
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To educate or not to educate…

May 21st, 2009

Courtesy of CNN.com

Ask any of your friends right now about post-graduate degrees, and chances are, most of them have one or more. To achieve any type of “success” in your career these days it is almost a pre-requisite to have a post-graduate degree. But where do you start and what do you study ?

There are hundreds of degrees available, at thousands of schools both on the ground and in cyberspace. You can study anything from business to social media, website design to getting a masters in sports nutrition. And despite all the gloomy news, there is a glimmer of hope, I just came upon this story today.

Whether you are pursuing an MBA, DDS, BSc or any other TWA (Three word acronym) it is really important to know why you’re getting that degree. Unlike doing an employment personality test where your “soft” skills are measured, a degree will certainly boost your “hard” skills along with your debt-load depending on which school and program you attend.

Here are some things to consider as you’re deciding on whether to return to school or not:

1. Location

Where the school is located can really make a difference. An urban more populated location can be both good or bad. You may find more employment/internship/co-op opportunities in a large city, while a quieter more secluded location may be more suitable for studying and concentrating on academics as there may be less distractions.

2. Reputation and Ranking

Depending on which program it is that you are attending, the ranking and reputation of a school may be very important. For MBA programs for example, there a number of ranking publications that do make a difference to recruiters and employers. Make sure that you know what you’re getting into and that you’re getting the best program at the best school. Obviously.

3. Faculty and Peers

When considering school and educational institutions do your research on prof’s and student body. Considering you’re going to spend a considerable amount of time with these people - you’ll want to make sure that they are quality… at least for the most part.

4. Alumni and Career Opportunities

One of the most important things you can do is to look to the future. By doing that, you’ll need to find out what the school’s/program’s alumni network is like. In addition, also look into career counseling and job placement rates. You’ll want to think ahead and make sure that what you’re getting into will be worth it at the end. So make sure to do a through analysis of the school and what it has to offer.

Before you make any decisions and get into any applications, just make sure that you’ve done your research and know what you’re getting into. Going back to school can be a very exciting and worthwhile activity, but only if you’ve done your homework.

Tags: employment test, free employee evaluation
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Hiring - Why Do I Have To Do it?

May 20th, 2009

Why is it that many people dread hiring?

Well, the answer is actually quite simple (especially if you’ve done it before) - nightmare hiring stories, horrible candidates showing up at your office, way too time intensive and the uncertainty of whether you’ve made the right decision or not… only to find out potentially when it’s too late.

Guess you should have used a hiring assessment… or perhaps some sort of employee performance software… but at the end of the day, hiring can be a very painful task that would be most likely pawned off to someone else. But there are good reasons why you - not your assistant, intern or someone else should do it.

1. Managing Expectations:

Only you - and you alone (isn’t that part of a song?) know what it is you are looking for. That is why you should be the one who is doing the hiring. The best thing you could do is to prepare, list and plan ahead before embarking. Certainly make use of resources and tools that will make the actual hiring process easier, and there are a number of tools available that do just that - but having someone else do the work for you because of convenience is a recipe for problems.

2. Knowing The Role/Company

As we always emphasize, fit of a candidate is almost more important then hard skills these days. Meeting someone yourself and seeing how you get along, rather then the letters that proceed their last name is extremely important. Having someone walk into your office that was hired off-site and that you have never met can again spell disaster and quick firing.

3. Establishing The Mood

Hiring yourself is a great base-builder for future conversations and building team dynamic. It’s important to have a direct and transparent (where and when appropriate) relationship. By doing the hiring yourself, you’ll have the opportunity to talk openly and ensure that you can communicate expectations openly from the start.

4. If You Want It Done Right - Do It Yourself

Every have to rely on someone else to do it? Then you’ll know how frustrating that can be. Now imagine having to rely on someone to do your hiring… you get the idea. Just remember, you get out of it what you put in - so if you want something done right and to your standards - do it yourself!

For more information on hiring done right, getting answers from our experts and the tools available to you, visit ClearFit.

Tags: Applicant testing, employee performance software
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The Five Recruiting Habits of Highly Successful Managers

May 18th, 2009

A great article that I found online and wanted to share.

By Adam Robinson

Companies that consistently produce top recruiting results never do so by accident. That these firms tend to outperform their industry peers is the end result of a journey that began with putting the right people in the right seats. How do the successful managers of these leading companies build high-performing teams? By staying true to these five recruiting habits:

They follow a defined process. There’s no shortcut when it comes to selecting the right person for the job. Managers who produce successful hire after successful hire do so because they follow a proven formula, including:

Writing a well-defined Job Profile
Using an effective Candidate Work History form
Conducting a telephone interview
Conducting an in-person work history interview, followed by an in-person behavioral interview
Personally contacting each of the candidate’s references
Using a Candidate Scorecard to make objective yes/no decisions

They’re always recruiting. I’ll say it another way - they don’t let recruiting become an exercise in crisis management. Highly successful hiring managers don’t wait until they have an open position to being recruiting. They’re constantly tapping their networks, asking colleagues for referrals and staying in touch with top prospects from their competitors’ payrolls. When their company wins the next big project, they’re not scrambling for new talent and settling for average performers due to a time constraint. Lack of preparation in recruiting leads to bad hires, and they’re always prepared with available talent.

They take the time to define the role. Without a Job Profile that explains, in detail, the specific, measurable outcomes required of the person filling the role, the recruiting process will produce erratic results. Successful hiring managers take the necessary time required to think through these outcomes, and to define them in quantifiable terms against which candidates can be evaluated. They never say to a recruiter, “I don’t really have a job description written, but you know what I’m looking for, right?”

They include others in the process. Successful hiring managers know that it takes a team to make a well-rounded, informed decision about a new hire. They ask other members of the organization to sit in on interviews as note-takers in order to get outside perspective. These managers know that two sets of eyes and ears are better than one, and they ask for and listen to feedback on their interviewing style and effectiveness.

They don’t talk themselves into saying yes. Most importantly, successful hiring managers don’t hesitate to pass on candidates who are anything less than an top performer. They’d rather go for months without a key position being filled than fill that position with someone who’s less than perfect - because they know that the time spent managing that bad hire will more than wipe out the benefits gained from having someone mediocre in the role. Successful managers look to the Candidate Scorecard and make emotionless decision rooted in facts.

Successful hiring managers follow these five habits to generate recruiting results that lead to high-performing teams. Focus on developing these habits, and watch your results begin to improve overnight.

Tags: Hiring test, preemployment screening
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The Bottom Line On Bad Hires

May 14th, 2009

Bad Hires

Ever hired someone who didn’t turn out to be what you expected? Did that seemingly well-spoken, educated and experienced interviewee turn into just another “warm body” consuming valuable office air? Well, turns out you’re not the only one who’s been caught in a situation like that. At some point most entrepreneurs have made bad hiring decisions.

An unfit employee can cost employers as much as $10,000 per year for every employee that doesn’t fit!* If that’s not bad enough, firing an unfit employee costs you 30 to 150% of that individual’s salary.* And those are just the financial risks associated with an unfit employee.

Unfit employees can also affect your workplace environment, reputation in the marketplace and really put a dent into your business. There really is a lot more to say about unfit employees, but the bottom line is that the ramifications are enormous.

Ideally you’d like to avoid being put into this position in the first place, and you can do so by taking a number of steps. Your hiring journey should start with a concrete idea of who you are looking for. Long before you ever post a job or start engaging potential applicants, you need to ask yourself some very important questions. These questions must include thoughts around what “type” of person you need (personality and motivation), not just their skills and experience.

Do I need a leader or someone who is good at following instructions?
Will this person be interacting with customers?
Will they mostly work in a team or autonomously?
Do I need a problem solver or a doer?

For more information on how to hire effectively and avoid costly mistakes, visit ClearFit or call 1(877) 789-8767.

*US Department of Labor; Hewitt Associates; Gallup Management Journal; Dr. B Smart, Top Grading.

Tags: free employee evaluation, preemployment screening
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Top 5 Job Hunting Tips

May 13th, 2009

Employment Screening at its finest!

Ever wondered where to go and what to do to find that job you’ll love and be good at? Don’t worry, so has every one else. Good news though - there is hope. Here’s a list of some useful tips and tricks as you’re looking for a job and career you love.

1. Do your research - spend some time thinking about not only the industry or career you think you’ll enjoy, but also think about yourself and what it is that drives you. Become aware of your skills, character, interests and motivations. A great way to to do this, is by making a list. You’ll be amazed about what you find out once you put it down on paper.

2. Make sure to use all possible resources to learn and apply to jobs!

Internet job sites
Recruitment agencies
Your personal network
Career counsellors
Industry magazines
Newspapers and trade publications

Most importantly, don’t just rely on one method to find jobs.

3. Remember to ensure that you resume is up to date, accurate and tailored to the job that you’re applying for. You only get one chance to make a first impression - even on paper - therefore make sure you make it a good one! The resume should act as a good indicator of whether you’re interview worthy, not as a final make-or-break to actually get the job. Make sure to include action and goal oriented facts, employers love to see people who can work well and will make their job easier!

4. Most jobs will require you to complete a employee personality test or employment test as part of the pre-employment screening process. Don’t panic! These tests are designed to determine whether you are a good fit for the job, based on your personality and soft skills. Remember that there are no right or wrong answers, and that you should answer honestly and truthfully - in fact, some tests can determine whether you’re lying! So don’t.

5. Don’t take rejection personal. In today’s job market where competition is stiff and employers have the luxury of picking the truly the best candidates (let the discussion begin of what that really means), it’s important to keep everything in perspective. Remember that at the end of the day, job hunting is a numbers game, although if you really want a particular job - work hard to get it.

If you have any other suggestions or tips, please share it with everyone by commenting. Hope this helps and good luck!

Tags: employee testing, employment personality test
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An Expert Guide To Uncovering People’s True Work Potential