Turn your Workplace into a Talent Magnet (abbr.)

Turn your Workplace into a Talent Magnet (abbr.)Turn your Workplace into a Talent Magnet (abbr.)Turn your Workplace into a Talent Magnet (abbr.)Attachment Talent Magnetism Webinar Slides Talent Magnetism Chapter Download Talent Magnetism Webinar RecordingNoteYoull need Adobe Reader to view the PDF file above.Download Adobe Reader.Tuesday, February 18th, 2014Is this the year your company will attract and keep the best talent? Or will 2014 be the year that top talent stays away and your most valuable employees walk out the door?During this lively hour-long webinar, Roberta shares easy-to-apply techniques from her new book, Talent Magnetism How to Build a Workplace That Attracts and Keep the Best. Youll come away with fresh ideas on how to create a magnetic workplace that fosters innovation and fuels growth.Download the presentation anddownloada 10-page print out from Robertas latest book,Talent Magnetism.About the PresenterRoberta MatusonAuthor and President of Matuson ConsultingRober ta Chinsky Matuson, president of Matuson Consulting and best-selling author of Suddenly in Charge, has helped leaders in Fortune 500 as well as small and medium-size businesses achieve dramatic growth and market leadership through the maximization of talent. She is frequently quoted in business publications and is a top-ranking blogger for Fast Company and Forbes, and is a talent expert for Staples.com and Monster. She is one of a handful of people who have appeared as a guest of Bill OReillys on Foxs OReilly Factor and left the show unscathed.More from Roberta onrecruiting and retaining top talentVideo Recruit a Deeper Talent PoolVideo Calculating the Cost of a Hiring MistakeHow to Conduct an Interview and Impress Top CandidatesTo view the abbreviated version of the video and transcript, please visithttp//hiring.monster.com/hr/hr-best-practices/small-business/archived-webinars/monster-talent-magnetism-webinar.aspxWebinar Transcript Turn your Workplace into a Talent Magnet (abbrevia ted)Welcome to this on Demand webinar, which will help you turn your small business into a talent magnet. Im Roberta Matuson, President of Matuson Consulting, and author of the book Talent Magnetism. Ive helped many businesses maximize their talent, including many small business owners.One topic that Ive heard many employers express concern about lately is their ability to find and retain top talent, or what I call talent magnetism. Perhaps thats a concern for your business?We want to take ten minutes of your time today. We know youre busy, but if you take a few minutes, I know youll come away with some great ideas to maximize your talent. Youll also learn how to turn your work place into a talent magnet, a place that attracts and retains the people you need to help your business succeed.I see many signs that have led me to conclude that 2014 will be the year of the talent poach. In fact, talent magnetism is an issue that companies of all sizes are experiencing and some companies ar e managing quite well. So, when I look at this whole concept of talent magnetism, I see that so many companies even small businesses are focusing only on attracting top talents. I look at it and say, Well, whats the point of pulling in great people if you cant keep them? Well learn how to do that over the next few minutes.Many of the companies that you see on this list are quite large, like Google and Disney. Even smaller companies that you may not have heard of are finding ways to connect with the hearts and souls of their employees. They are doing so with limited resources. Take QRSTs, a small business thats based in Somerville, Massachusetts. Business owner Peter Rinnig has found a way to become quite magnetic. He offers his employees some unique benefits including the ability to take time off, to tour with their band, and then come back and continue their jobs. Hes found a way to really engage the heart and soul of his people, and guess what? It doesnt cost him a dime. You dont have to break the bank to engage and retain talented people. Just think a little bit differently.The talent pool today has really changed, and the companies that I listed on the slide prior to this one really get that. Im going to encourage you to really forget what you know, because its a whole new game right now. Youve got to throw your recession mentality out the door, meaning you have to stop trying to buy people on sale. In other words, you have to stop offering them less money than theyre really worth, because if you do get them, theyre going to be leaving sooner than you think. This reign of indentured servitude is gone. People are no longer willing to work sixty, seventy hours a week and have no pay raises, you know, for years. The one thing I want you to understand when you step away from todays webinar is that these are the new rules. The people in the game are a little bit different than they were prior to the recession. If its been awhile since youve looked for talent, y ou have to understand the new rules. Im going to go through this new talent pool that has come to light.As weve grown up, many of us have played the board game called the Game of Life. The new version is actually called the Game of Life Zapped, and I think thats how a lot of us feel when were trying to maneuver through different generations in our workplaces. If we look at the new players today, we have four different groups. We have the Millennials, who are also known as Gen Y. This is a group that wants you to really convince them that their work will be worth their time. Thats your job. Theyre not just going to come work for you they want to know that is worth their while.Then we have the mid-career employees. They have been working really hard for a number of years, and many havent seen any promotions. They want to know that theyre next in line if their promotion is available. Then weve got the off-rampers, or people who are re-entering the workforce. Perhaps their families are grown, up or they are no longer caring for their family members. They have a lot of skills that are very transferable, and they want you to understand that. They can do a lot of different things. Then we have the mature workers, or the individuals who are heading towards retirement. There are many of these people, and they still have a lot to offer.No matter what somebodys age or experience is, todays job seekers share the same values. They want to feel empowered. They want to have a sense of purpose. Why are they coming to work every day? They need to know that. They want to work in an organization where there are high levels of trust. If you tend to micromanage, thats something that you need to look at, because they want to know that you believe that they can get the job done without a lot of direction. This means that they have to have some clarity around their roles and what their responsibilities are, with none of this shooting from the hip thing. They also want to be recognize d and rewarded for their efforts. Who wouldnt? They want to work for great managers. If youve ever had the experience of working for a great manager, youd know why that welches so important. As a business owner, how can you cultivate your own talent magnetism? Think like a talent magnet. This means keeping your end result in mind and thinking about the kind of people youre trying to attract. Then, know what you need to do to attract them. For example, if you are a small business owner and your business is a professional services firm, then the types of people that youre looking to attract are most likely very different from the small business owner who owns a retail store. Thats why its really important to know what youre looking for and the kinds of people that will be the most successful in your organization. Along with that, you have to think about what of kind of perks would really attract those people. For example, life insurance may be a very inexpensive benefit to offer. It m ight be highly valued by mature workers, but for your twenty-something employees, its probably not that appealing.I also want to talk about developing magnetic leaders, because for many of you, youre a one-person show. How do you do that when youre in charge of everything? How do you devote the time and energy to become this great leader? Well, listening to webinars like todays session is just a great way to be more magnetic and to understand what you, as a leader, need to do. fruchtwein importantly, though, you need to demonstrate every day the way you want your people to act. Keep that in mind, and dont try to be everything to everyone. If you see that youre trying to attract everyone, what will wind up happening is that you wont attract anyone. You will be plain vanilla.Why does any of this even matter in your business? Its because we see that theres a great link between workers and customers. I cant remember the last time I experienced great service at a place where employees ap peared to be disengaged. In fact, the other day I was in a retail store trying to find an item. There were plenty of people there to help, but they werent interested in helping me. They were too busy helping each other figure out how to avoid having to work the Sunday shift. I can compare this to another experience, when I checked in at a boutique pension chain. Its a very small business, and I love this chain. I am always taken care of as soon as I walk in. Im greeted, and Im offered an early check-in, a room upgrade, and keys to the complimentary mini bar, without ever even asking. I spoke to the president of this hotel chain about my experience, and she wasnt surprised at all. She said, A hotel is nothing more than a building with beds. We treat our employees the way wed like them to treat our guests. Well, that explains why she has to turn away talented applicants every time she opens a new hotel.So you know when youre thinking why you should bother to engage people? Its all abo ut connection. For many of the businesses, the reason people do business with small business owners is because of the relationships. You all have the ability to keep promises, and people dont have to go up ten levels to get satisfaction. Theres a lot of value here.I want to talk about what holds companies back. I want you to think about, how your business is doing as a talent magnet. I want you to be honest. If your company struggles to compete for top talent, ask yourself whats holding you back. I often hear people say, We dont have the resources we dont have the money. The good news is it doesnt take a lot of money to attract top talent. Its easy to think that its an employers market out there when it comes to recruiting talent. That might have been true a few years ago, but the economy has shifted. Many of todays job seekers, particularly those with top skills, have multiple options.Perhaps your company suffers from what I call low self esteem. Instead of wondering why anybody wo uld want to work for you, what if instead you asked yourself why anyone would want to work here. Then come up with all the great reasons why somebody would want to work for your organization. I bet if you think about it, there are many more reasons than just three. On the other hand, Ive seen companies assume that great people will want to work for them, even while theyre losing a lot of talent. How do you really know what your employees are thinking? Dont assume ask. Whatever your companys punkt is now, this is the time to improve your talent magnetism. Rather than waiting until your top employee hands you his or her resignation, I recommend taking preventative action now. We have at the employee resource center an employee retention assessment tool. It will allow you to get a very good handle on what your employees are thinking. You can also do annual employee engagement surveys. The cost to do this has come down substantially, so dont assume that its out of your budget right now. Be sure to make course corrections. Whenever I work with clients and we do surveys, nine out of ten times they say, You know, I already knew this. If you already know that you have some poor managers in place, now is the time to take action and replace those lousy managers before you need to replace your superstars who have just left them.Another way to combat employee turnover is to schedule what I call stay interviews with your workers. Thats where you get a group of people together, which you can do either formally, over breakfast in your office or in a lunch room, or informally, in the parking lot or in the hall. Ask people one question How are you doing? Then, let them answer, and really, really listen. This will provide you with a great opportunity to prevent your best employees from leaving.Here are your next moves. Print out the talent magnetism assessment form and complete it. Id also like to recommend that you always have business cards on hand, and give them out when you experience great service. Get off your smartphone and pay attention to those around you. At your daughters soccer game, theres lots of great talent sitting in those bleachers and watching those games. If you dont take your head out of your phone, youre never going to see it. So, interact and get to know those people.Speaking of which, I highly recommend getting involved in your community, so that you are top of mind when others are asked to recommend great employers. Make it a point to speak at local association meetings, and make the time to help those in need of a job, even if you dont have an opportunity right now. You can bet theyll return the favor. Who knows, they may even become a customer. Id also like to offer you a complimentary employee retention assessment tool, which will help you as you try and work on your magnetism.My contact information is also on the slide. Please email me, and Im happy to provide that to you. Id like to thank you for listening to this on Demand w ebinar. If you want to know more about how your company can become a talent magnet, this is the resource center. Take some time to explore products and services that will help you find and retain better talent.

Entry Level Adult Literacy Resume Template 2018s Top Format

Entry Level Adult Literacy Resume Template 2018s Top FormatEntry Level Adult Literacy Resume Template - 2018s Top FormatCreate ResumeAudrey Rowe100 Main Street, Cityplace, CA, 91019H(555) 322-7337C (555) 322-7337example-emailexample.comProfessional SummaryEnthusiastic Para Educator with a knack for making learning exciting and enjoyable. Motivated by the belief that all students can be successful learners.Personable and talented Para Educator who stays up-to-date on new learning technologies and trends in the education community. Highly motivated and enthusiastic educator skilled in identifying educational software and learning programs that can benefit students.Skilled Para Educator with a background in improving student performance. Focused on working with students, parents, colleagues and administrators alike to teach and motivate students.SkillsDiverse classroom settingsTeaching/tutoringStudent-centered learningInterpersonal skillsPositive reinforcementEffective time management Classroom disciplineStrong collaboratorCritical thinkingGroup learning mechanicsOutstanding social skillsCreative learning strategiesStandardized testingAge-appropriate lesson planningWork HistoryPara Educator, 08/2011 to 05/2013Metcalfe Board of Education Edmonton Elementary, 109 Sartin Drive, Edmonton KYSuccessfully improved student participation in the classroom through extra math and reading small groups outside of the classroom. Plus extra timed testing to help inprove the students performance on timed test.Substitute teacher, 08/2008 to 05/2011Monroe County Board of Education N MainPlanned, implemented, monitored, and assessed a classroom instructional program which was consistent with the Board of Education goals.Open Response Coach, 08/2006 to 08/2008Monroe County Board of Education Gamaliel Elementary, 320 East Main Street, Gamaliel KYImproved student test scores on state test by working one on one with each student in 3-5 grade to help prepare and improve their state test. EducationBachelor of Science Interdisciplinary Studies with Emphasis in Education, 2011Western Kentucky University Glasgow, KY Customize ResumeMore Education and Training Resume TemplatesExperienced Adult Literacy Resume TemplatesContinuing Education Resume Templates

Google launches new program to boost Black coders

Google launches new program to boost Black codersGoogle launches new program to boost Black codersIts no secret that the tech industry lacks many employees of color, so Google is leveraging its relationship with an HBCU, a Historically Black College and University, to do something about it.Google announced yesterday that is it teaming up with Washington, D.C.-based historically Black college Howard University to open up a new campus for Black computer science majors at the Googleplex in Mountain View, California.The Howard West program will offer 25-30 of the colleges juniors and seniors a chance tolearn from senior Google engineers and Howard faculty for12 weeks at Google this upcoming summer. The residency will provide a place to work at the Googleplex and a stipend for housing and other expenses in Silicon Valley, and participants will receive 12 academic credits, Howard said in a statement.Bonita Stewart, a Howard alumna and Googles Vice President of Global Partnerships, wrote ab out the companys push to step up its game in terms of diversity.Her top thought quoting Peter Druckers comment that the best way to predict the future is to create it.Howard West is now the centerpiece of Googles effort to recruit mora Black software engineers from Historically Black Colleges and Universities known as HBCUs- and to make them feel right at home here in Mountain View, Stewart wrote in a statement.Googles diversity numbers show a lack of balanceGoogle seems to be taking on the underrepresentation of minority groups head-on becausethe datashow a workforce that is heavily homogenous.Googles US workforce is reportedly 2% Black, 3% Hispanic, 3% two or more races, 1% other (including American Indian/Alaskan Native and Native Hawaiian/Pacific Islander), 32% Asian, and 59% White, according to January 2016 data. The company also has a long way to go in terms of hiring more female Googlers.Its global employees are reportedly 31% women and 69% men, according to January 2016 data .The Google-Howard relationshipHoward University President Dr. Wayne A. I. Frederick commentedon Howard Wests goal.Howard West will produce hundreds of industry-ready Black computer science graduates, future leaders with the power to transform the global technology space into a stronger, more accurate reflection of the world around usWe envisioned this program with bold outcomes in mind, Frederick said in a statement.But Google and Howard already go way back.The school isone of 10 HBCUs involved in theGoogle in Residence Program, an initiative where the companys software engineers teach beginner-level computer science courses on campuses for four to five months. Outside of Howard in Washington, D.C., Google in Residence has a presence at other HBCUs in Alabama, Louisiana, Tennessee, Virginia, Georgia and Maryland.Students in their first year get instruction on basic coding and debugging, simple data structures, and how to work with large code bases,according to Google, as well as de velopment and other skills they take with them to the tech world.Facebooks work with diverse college studentsFacebook has done something similar.Facebook University(FBU) is an 8-week internship program for college students of color those who are historically underrepresented in the tech industry toget experience in business, engineering and analytics.FBU for Engineeringbegan in 2013 with a class of 30 students, and increased to 170 students in 2016. FBU for Business started in 2015, and FBU for Analytics began in 2016, but students dont need to know coding beforehand.Former trainees came back for full-time jobs at Facebook starting in 2016.