The New Employee Lifecycle 3 Tweaks Bring Big Change

The New Employee Lifecycle 3 Tweaks Bring Big Change Reduce Employee Turnover It’s a fact high turnover rates are not only costly to an organization’s bottom line, but also a gut punch to employee morale and company culture. Digital Intelligence Systems, LLC (DISYS), a global managed services and staffing firm with 33 offices around the world, recently launched a new protocol designed to lower turnover rates, provide effective coaching, and continually learn where improvements are needed, through comprehensive employee engagement. DISYS’ Vice President of Global Human Resources, Laura Smith, talked to me about her aggressive 2016-2018 goal to reduce voluntary turnover by 50%. She and her team have spent countless hours dissecting the employee life cycle, carving out touchpoints necessary to enhance the candidate experience, improve the relationship between employee and manager, and further engagement of current and departing employees. “There are key factors that play into the culture within a particular company, and when you are global, these factors are compounded by the influences of local cultural norms. We developed something larger than just another policy. The protocol gives employees every opportunity to be an active participant in crafting their experience so they can shine and advance.” Released in May, The DISYS Employee Life Cycle Protocol (ELC Protocol) encapsulates a strategic, innovative solution to tackling key factors in an employee’s journey: Hiring â€" the candidate experience and internal hiring practices Coaching â€" shifting managers to coaches, introducing a formal mentor program, and a career engagement tool called the Key Impact Success Story or KISS Exit â€" the end-stage of life at DISYS or “What’s NEXT?” Below, Smith shares the key components and strategies behind the ELC Protocol: 1 Hiring “Hiring smarter is a major theme of our new protocol,” Smith said. “Treating candidates the way you would want to be treated is a priority for those involved in the candidate experience.” The candidate’s hiring experience now extends far beyond just a basic interview before selecting a candidate; instead, it’s a high-level initiative Smith recommends any HR team deploy. Hiring managers complete an in-depth job requisition outlining mandatory skills and dependencies. “This forces hiring managers to think beyond the cookie-cutter job description and drill down on what is truly needed for a new employee to hit the ground running,” she said. Next, Smith implements technical and behavioral skills assessments early on in the interview process. Potential candidates are asked to complete one or two assessments, which provides insight into core skills and behaviors. Finalists are also asked to prepare a presentation that helps HR and hiring managers evaluate critical thinking, writing style, and creative approach. She also suggests an interview process that involves multiple team members across disciplines. As candidates move through the behavior-based interview process, feedback is collected that gives a full picture of the candidate’s interview process and creates a data library. 2 Coaching In order to improve retention, coaching is vital! Managers are expected to be honest and transparent with team members. To help develop managers into “Coaching Managers,” Smith employs Situational Leadership II ® theories and training. While this model is new to the company, there are variations on the coaching concept that exist in many companies today. Look into which one is the best fit for your organizations. While coaching is the “soft” approach to employee development, the other critical piece is the creation of performance goals and expectations. Many companies use standard performance appraisals to document and manage expectations. But Smith said, “I wanted to introduce a tool that fosters positive and continuous engagement between manager and employee.” So DISYS joined one of the latest trends in HR and took a bold step to scrap performance appraisals performance improvement plans. Instead, each employee gets a KISS! The “Key Impact Success Story” is completed by employees in tandem with their managers to outline key goals and development paramount to success. Smith said, “KISS encourages a collaborative and engaging approach aimed at success â€" for the employee and for the company.” For peer-to-peer coaching, Smith recommends a Mentor Program. Pairing employees together to facilitate knowledge sharing creates additional avenues for learning and development and fosters company loyalty. 3 Exits or NEXT In many cases, voluntary resignations are a sign the coaching manager has failed at meeting employee expectations or hasn’t acted to correct problems. To combat this, DISYS’ Protocol outlines the steps managers and employees must take when leaving and also includes an extensive exit interview to uncover lurking problems that might need repair. The new formal exit process is called NEXT and includes protocol on treating employees compassionately, fairly, and with transparency. It also includes a formal exit survey. Companies looking to learn more from their mistakes are often well served by an exit interview process that is rooted in empathy and objectivity. In summary, Smith is transforming her HR team to have a stronger customer-service attitude. “We are very proud of the steps taken to ensure we are meeting our business needs and our employee’s needs through this new protocol,” Smith said. “The beauty is it remains a living experience and is as nimble as our workforce. As our talent needs change and the culture shifts, so will the protocol. All our people have a voice in how this new program evolves.” Join Dana Manciagli’s Job Search Master Class ® now and get the most comprehensive job search system available!

The Highest Paying Part-Time Jobs for Students

The Highest Paying Part-Time Jobs for Students The Highest Paying Part-Time Jobs for Students Around this season, in case you're an understudy, you may be acknowledging you'd prefer to find low maintenance line of work nearby with the goal that you can have some additional going through cash. However between piles of perusing, research papers, and issue sets also extracurricular exercises you're likely short on schedule. Thus, you need to discover a gig that pays well every hour yet in addition offers you adaptability around your group plan. In case you're pondering which sort of low maintenance work you should search out, look no further. This infographic from Novorésumé traces the nine most rewarding low maintenance occupations for understudies, which don't require a lot of work understanding. In case you're keen on seeking after one of these employments all day, make certain to look at our broad assortment of calling profiles and vocation QA recordings on Vault!

22 Airline Quotes From Airline CEOs

22 Airline Quotes From Airline CEOs 22 Airline Quotes From Airline CEOs Weve been unnecessarily aggravating individuals.- Michael OLeary, RyanairIf you need to be a tycoon, start with a billion dollars and dispatch another aircraft.- Sir Richard Branson, VirginWe have a vital arrangement. It's called getting things done.- Herb Kelleher, Southwest AirlinesIf the workers start things out, at that point they're cheerful… . A persuaded worker treats the client well. The client is upbeat so they hold returning, which satisfies the investors. It's not one of the suffering green secrets ever, it is only the manner in which it works.- Herb Kelleher, Southwest Airlines … If I had known being more pleasant to our clients was going to work so well I would have done it years prior.- Michael OLeary, RyanairThese days nobody can bring in cash on the goddamn carrier business. The financial aspects speak to sheer hellfire.- C. R. Smith, American AirlinesIf the Wright siblings were alive today, Wilbur would need to fire Orville to decrease costs.- Herb Kelleher, Southwest Airlines (through skygod.com)This is a terrible, spoiled business.- Robert L. Crandall, American AirlinesI dont care what you spread the seats with as long as you spread them with butt nuggets.- Eddie Rickenbacker, Eastern Airlines (by means of skygod.com) This is the most significant avionics advancement since Lindberghs flight. All at once, we have contracted the earth.- Juan Trippe, Pan Am, on planes (by means of skygod.com)You completely, emphatically need to advance if just to endure.- Fred Smith, FedExPeople who put resources into flying are the greatest suckers on the planet.- David G. Neeleman, JetBlue AirwaysIf we went into the memorial service business, individuals would quit passing on.- Martin R. Shugrue, Vice-administrator Pan AmThe carrier industry is loaded with bullshitters, liars and alcoholics. We exceed expectations at all three in Ireland.- Michael OLeary, Ryanair Business openings resemble transports; theres consistently another coming.- Sir Richard Branson, VirginYou cannot have an emotional meltdown in the carrier business in light of the fact that consistently is an emergency.- Herb Kelleher, Southwest AirlinesWeve done a great deal of examination on the most proficient method to cause a business to succeed, and we are energetic about this. Its all we consider.- Tim Clark, Emirates AirlinesPeople state the client is in every case right, yet you comprehend what - theyre not. Once in a while theyre wrong and they should be told so.- Michael OLeary, Ryanair You can make a pizza so modest, no one will eat it. You can make an aircraft so modest, no one will fly it.- Gordon Bethune, Continental AirlinesWere a business-situated carrier. We love every one of our clients we simply love some more than others, and those are the business voyagers.- Jeff Smisek, United Airlines, through Fortune MagazineIve got no more knowledge into where the [oil] cost will go than some other individual. On the off chance that I realized that, I wouldnt be an aircraft official, that is without a doubt.- Jeff Smisek, United Airlines, by means of Fortune Magazine Putting resources into progress isn't a wrongdoing; blocking rivalry would be. The foreboding shadows of protectionism are assembling over Europe and the United States.- James Hogan, Etihad

How Freelancers Should Create LinkedIn Profiles - CareerEnlightenment.com

Step No. 2: Create Experience Sections for Noteworthy WorkIf youve ever been employed by an unmistakable brand or got stunning tributes from a solitary customer, separate those out into a few encounter areas. This procedure will help improve your odds of appearing in list items for related work. It will likewise help recount to your story, since you can fragment out tributes and media models for your best work.These distracting segments should each have a start and an end date. You need to abstain from seeming as though you have such a large number of pots on your oven. The main Experience area that ought to be set to Present ought to be the trick all from Step No. 1.Think of these areas as feature reels, to outline the degree of work you are prepared to do, what you're the most glad for and whom you rub elbows with.Be cautious when putting an enormous brand as a business, however. Numerous brands screen the individuals who state they've been their representatives. So in the Position line, truly clarify this was independent or counseling work.Here are some basic components to include:3 to 5 suggestions as tributes for each sectionBullets for the work you did and the business result you helped the organizations achieveMedia, for example, slides, video or pictures indicating your workSo your last yield will look something like this, times two or three:Big Brand Bob, March 2011-May 2011Title: Contractor3 to 5 visual cues demonstrating your primary exercises and the outcomes you achieved3 to 5 proposals that would work as tributes of a vocation well doneMedia passages indicating your last outputStep No. 3: Your ProjectsProject segments resemble Experience areas, however they don't let you append media or gather tributes. They offer you an opportunity to share a site, include names of others who helped you and let you partner the activities with your catch-all Experience section.You can move this whole area to the base of your LinkedIn profile and not let it mess up the stream for your reader.So on the off chance that you need to gather data in regards to past undertakings or other huge work, put it here.Step No. 4: Headlines and Summary SectionsThe essential structure of LinkedIn mirrors a paper article â€" the most significant data goes at the top and more subtleties are uncovered the further down you read.Therefore, on the off chance that you are attempting to get more gigs as a specialist, ensure your title text and current business reflect this.Your title text may be a straightforward advantage explanation of what you do and the outcomes you give. The objective here is to motivate somebody who has done an inquiry to tap on your LinkedIn profile from the rundown of search results.Your momentum position needs to show the catch-all Experience segment from Step No. 1.Your Summary segment should work as your pamphlet â€" your business pitch.A great attempt to seal the deal ought to have these four components recounted in first-individual story form:1) A depiction of the issue you solve2) Your interesting guarantee in fixing the problem3) Overwhelming evidence that you have done so before4) A call to actionThanks for Your InputI need to thank the accompanying individuals for their info and for moving me to compose the article: Lynda Bundock, Anna Camacho, Stephanie McDonald, Mark Lynch, Garrett Brown, Teddy Burriss, Lynne Cogan, Joel Renner, Kevin Grubb, Howard Fox, Jeff Stoltzfus, Pauline Foley, Sabrina Woods, Jim Brennan, Ella M. W. Kellum, Heather Krasna, Sharla Taylor, Greg Miraglia and Teresa Adams