Veronica Nester, SHRM-SCP’s Post

Sometimes it's not always about management or leadership.Many people complain about their poor management, or that they're not being led by a good or smart leader. But sometimes we also forget that we need to perform well, not just be good with words. Then when we're asked or demanded to do more, it's not the fault of management because they have expectations beyond what they heard from the job candidate. So if we can sell ourselves as best as possible during the interview, it's not the fault of management or the leader if management fires us.It all comes back to ourselves. Perform its a must! Stop complaining proved it we can work! 🥂

In my course on "Managing the Interview Process," I emphasize the importance of the candidate experience. Two important factors to consider: #1 Candidates are evaluating you - considering whether they want to work with you and/or for your company - just as you are assessing them. A bureaucratic, extended, poorly organized or unprofessional experience is an indicator of how your company operates - at least, in their view. #2 Candidates will talk to others about their experience. A poor interview and selection process can negatively impact your reputation and employer brand. A solid interview process requires commitment and good planning. But it can be done! And it is worth the effort. If you are a leadership development decision-maker and might be interested in this 4-hour, virtual, instructor-led course, please contact me! Ellen Raynor (owner)

When asked about my leadership style in any interview, I consistently provide an honest response: I believe in leading by example. Rather than adopting a bossy attitude, I strive to be a leader who listens, offers support, and encourages personal growth. If you lead by example you can develop a characteristic to become a trusted advisor to whom employees can look upon. In today's competitive world, it is crucial to provide workplace assistance that not only boosts individuals' confidence but also motivates them to work hard for the organization that supports them. While it may be argued that being open with employees can compromise professionalism, I partly agree. However, when employees are treated with fairness, respect, and professionalism, communication barriers have no place in any organization.

Company culture is by far the biggest reason why people leave an organization. So what should candidates look for during the interview process in terms of culture? 1. Leadership Alignment: Is the leadership team aligned on the vision and growth strategy? 2. Values: What does the organization value and reward in it's employees? 3. Recognition: How does the company show appreciation for a job well done? 4. Management Style: How does the leadership team maintain accountability in the organization? These are just a few things that make up a culture. Asking uniform questions around these topics to each interviewer during the hiring process can help you better determine the company culture and if it's a place where you will thrive. #companyculture #interviewing #questions

As leaders, our responsibility during the interview process transcends merely filling a position. We must ensure that we place the right person in a role that truly fits their unique strengths and potential. Recognizing and honoring each individual's distinctiveness is crucial—there is no lack of uniqueness among candidates. By aligning their capabilities with the right opportunities, we serve not only our organizations but also the individuals themselves, fostering an environment where everyone can thrive. #Leadership #TalentManagement #Recruitment #UniqueStrengths #EmployeeSuccess #TeamBuilding #InclusiveLeadership

Remember the commitments you made during the interview process. Deliver on those promises, and deliver them quickly. And NEVER make promises you can’t keep. In today's competitive job market, fulfilling your commitments is crucial for building trust and maintaining a positive reputation. Consistency and reliability are key to retaining top talent and fostering a motivated team. Let’s all strive to be leaders who stand by our words and make good on our promises. Integrity and follow-through can make all the difference. #Leadership #Integrity #Trust #EmployeeEngagement #CareerGrowth

You can’t promote every qualified employee, but here are 4 things you can do when you don’t promote someone. 1. Give interviews 2. Give bad news personally 3. Practice vulnerability 4. Challenge and support https://lnkd.in/gG2mhNke Tip from Dan Rockwell: Not everyone expects the promotion. They want to get on the radar. #leadership #leadershipdevelopment #promotion

Have you seen this post by Dee C. Marshall? I love it and I love the video snip that goes with it. Oh my goodness, how do we avoid the trap of being called out like this? Do better. It’s not rocket science. We’ve LONG been in a world where “if you wouldn’t want it read publicly, don’t write it in an email” was true. This isn’t a quantum leap, is it? Give Dee a follow if you aren’t already. She’s got some really interesting stuff to read and some real-world applicable solutions. I don’t think diversity happens when you hire more Black or other Racialized people. I don’t think it happens when you’ve got a Black or Other Racialized person in a leadership role. Even if that’s an incredibly important start. Equal-access isn’t the same as equal-access-to-success. As someone who has benefitted from unequal access to success, it has been a long journey to see that truth. If you want to know more about my awakening, let me know and I can point you to the people who have helped (and are continuing to help) open my eyes and cultivate my curiosity. #antiracism #LeadershipDevelopment #Equity #LeadDifferently.

Leaders... your first time should never be your first time. Your first coaching session Your first weekly 1:1  Your first difficult conversation Your first presentation Your first annual review Your first interview Somewhere along the line we've lost touch with the art of practice. We've heard: "I hate role plays" "they're not realistic" "I don't work well in that environment" We've paid too much attention to people's wants We've ignored what they need We've allowed people to avoid feeling "uncomfortable" Learning isn't supposed to be comfortable. Call it what you like: A role play A skills test A simulation It's PRACTICE, and practice makes perfect. #leadershipdevelopment #managementdevelopment #recruitment

Did you know that the majority of turnover issues could be solved by improving your hiring/ selection process? When hiring new employees, there is often a larger focus on the skill set of the candidate, than the value set of the candidate. While the skill set is of great importance, it is even more important that we hire people who align with our values and are passionate about propelling our organization forward. During the interviewing process, you should be able to determine if the candidate will meet the standards of your ideal employee regarding both skills and values. With our Quit Losing Talent Framework, we equip leaders with a tool we call the WHO sCOREcard. This tool helps leaders: ✅ Develop a clear vision of their ideal employee ✅ Form a set of questions to truly determine if qualified candidates are quality candidates ✅ Identify people who want to stay! ____ Next Tuesday, February 20th, at 11:00 am CT, I’m hosting a FREE virtual workshop to share this tool with you and teach you exactly how to use it! 🔗 Learn more and sign up here: https://lnkd.in/gNw2gZBs Can’t wait to see you there! #leader #leadership #leadershipdevelopment #talentmanagement #retention #turnover #quitlosingtalent #mikeharbour