Tips

1. Absenteeism
2. CV Tips
3. Interview Tips
4. Counteroffers

No 1

Did you know 1 days absence can cost you 3 days salary?

Absenteeism can be reduced in 2 steps

1. Understand why employees stay away from work.
2. Have a strategy for dealing with the problem.

Four methods for dealing with some causes of absenteeism

1. Cause: Lack of clear standards and policies for absenteeism.

Solution: Set standards that tell employees how much you'll tolerate absenteeism and when you'll start investigating people. Publish regular lists of the rate of absenteeism in your business per department or division, with an indication of what this is costing the business.

2. Cause: Boredom on the job or lack of job satisfaction.

Solution: Conduct regular reviews with your staff and gauge their level of job satisfaction. If you pick up problems then take steps, in discussion with the employee, to remedy them.

3. Cause: Transport problems

Solution: Investigate with the employee what alternative transport arrangements can be made so he can get to work on time and isn't tempted to stay away from work when he experiences transport difficulties.

4. Cause: Inadequate leadership and poor supervision by management.

Solution: Make sure your managers and supervisors know its part of their job to manage absenteeism levels. Write this into their job descriptions and make it a performance criterion on which they are reviewed.

No. 2

CV Tips:

Reason for leaving: (This is very important) Looking for a new challenge after only 8 months might give the perception that you are unstable or job hopping.

Photograph: The CVs we send out with photographs of our candidates provide better results. A friendly / smiling head and shoulder picture just brings a CV to life!

No. 3

Interview Tips:

• BE ON TIME!!!
• Please dont get lost. It is your responsibility to find out directions, traffic, reliable transport etc.
• Memorise the names of the people you are going to meet
• Look smart! Be professional. Girls: Do the subtle make-up thing. Guys: Do the suit & tie thing!!!
• Walk in there well prepared. Read up about the company's (website, newspapers, etc). Ensure that you fully understand the content of the job description

Prepare a file with the following:

• Pen and CV
• Print a few pages of the companys website
• Well prepared business like questions
• Job specification
• Copy of your latest pay slip
• Certified copy of identification document
• Certified copies of all relevant qualifications

Typical Interview Questions:

Whenever you answer a question like: Describe a situation where you had to handle a crises.

• Firstly describe the situation
• Explain how you handled it
• Thirdly describe the outcome

Prepare to answer:

• Why are you changing jobs?
• What accomplishments have you made during your career?
• Give an example of a time you were in a difficult situation and how you overcame it?
• How will your skills and abilities fit the specific position?
• How much do you know about the company?
• What do you consider to be your greatest strength / weakness?
• How do you prioritise your time and responsibilities?

No. 4

Counteroffers

COUNTEROFFER ACCEPTANCE: ROAD TO CAREER RUIN

A RAISE WONT PERMANENTLY CUSHION THORNS IN THE NEST

By THE WALL STREET JOURNAL

Mathew Henry, the 17th-century writer said, Many a dangerous temptation comes to us in fine gay colours that are but skin deep. The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after you've decided its time to fly away.

The litany of horror stories I have come across in my years as an executive recruiter and consultant provides a litmus test that clearly indicates counteroffers should never be accepted EVER.

I define a counteroffer simply as an inducement from your current employer to get you to stay after you've announced your intention to take another job. We're not talking about those instances when you receive an offer "but dont tell your boss". Nor are we discussing offers that you never intended to take, yet tell your employer about anyway as a they-want-me-but-Im-staying-with-you ploy.

These are merely astute positioning tactics you may choose to use to reinforce your worth by letting your boss know you have other options. Mention of a true counteroffer, however, carries an actual threat to quit.

Interviews with employees who accept them have shown that acceptance may cause career suicide. During the past 20 years, I have seen only isolated incidents in which an accepted counteroffer has benefited the employee. Consider the problem in its proper perspective.

What really goes through a boss's mind when someone quits?

• This is one of my best people. If I let him quit now, it'll wreak havoc on the morale of the department.
• I've already got one opening in this department; I don't need another right now.
• This will probably screw up the entire vacation schedule.
• I'm working as hard as I can, and I don't need to do his work too.
• If I lose another good employee the company might decide to lose me too.
• My review is coming up and this will make me look bad.
• Maybe I can keep him on until I find a suitable replacement

What will the boss say to keep you in the nest? Some of these comments are common.

• I'm really shocked. I thought you were happy with us as we are with you. Let's discuss it before you make your final decision.
• I've been meaning to tell you about the great plans we have for you, but it's been confidential until now.
• The CEO / MD has you in mind for some exciting and expanding responsibilities.
• Your increase was scheduled to go into effect next quarter, but we'll make it effective immediately.
• You're going to work for whom!?

Let's face it. When someone quits, its a direct reflection on the boss. Unless you're really incompetent or a destructive thorn in his side, the boss might look bad by allowing you to go. His gut reaction is to do what has to be done to keep you from leaving until he's ready. That's human nature.

Unfortunately, it's also human nature to want to stay unless your work life is absolutely miserable. Career changes, like all ventures into the unknown, are tough. Thats why bosses know they can usually keep you merely by pressing the right buttons.

Before you succumb to a tempting counteroffer, consider these universal truths:

• Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect.
• No matter what the company says when making your counteroffer, you will always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason), you will lose your status as a team player and your place in the inner circle.
• Counteroffers are usually nothing more than stall devices to give your employer time to replace you
• Your reasons for wanting to leave still exist. Conditions are just made a bit more tolerable in the short term because of the raise, promotion or promises made to keep you.
• Counteroffers are only made in response to a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions?
• Decent and well-managed companies don't make counteroffers EVER! Their policies are fair and equitable. They will not be subjected to counteroffer coercion or what they perceive as blackmail.

If the urge to accept a counteroffer hits you, keep on cleaning your desk as you count your blessings.