For about 2 nights, I was chatting with a fellow blogger about her job hunting efforts who just graduated from a top university.
As an HR practitioner, I gave her 2 quick tips to start on the right direction as far as her career is concern.
- Choose a career not a job.
- Choose a company where she can stay for a minimum of 2 years.
Applicants who can’t stay for a company for at least 2 years is a turn off to most head hunters. There are only few companies who can tolerate such, and even encourage prospective candidates to turn their backs on there present employer for a price. In my opinion, this is not healthy because organizational loyalty will be defined by a price tag.
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Whenever possible, I would like to have an engaging activity with my son so I can teach him practical lessons in life. Yesterday, because of the long break, we had an opportunity to wash the car together. As expected of a 10 year old boy, he wanted to finish the task immediately so he can play again with his PS2. I asked him to wipe the linings and dashboard with amour all, and lo, he was done in a jeepy. Unfortunately, the quality is hash hash too because small details are not given proper attention. I called for him again and asked him what’s wrong with his output.
Adults are also guilty of not giving importance to small details. My staff, sometimes, are guilty of that too, therefore, putting themselves in trouble with me and I with my boss. Details are important, if this is not attended to properly, like an engineer building metal buildings or carpenters of carports, doctors when performing surgery, or safety engineers maintaining a nuclear plant, lives and properties are exposed to danger.
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It’s graduation season ones again, and the labor market will be flooded with new talents. In the midst of the growing competition, how do we keep up with the competition?First, establish what would you like to be known for.This is the most basic of brand management.When I source and search a candidate for a job, I look at the credentials, i.e. how immersed is the person on the job, to whom did he worked for and with whom. For fresh graduates, I look at the extra curricular activities, from there I can see the leadership potential and other interests of the person.But more than the technical competencies, I also look for the attitude and stability, because a person who change jobs (or companies) like changing an underwear is the least on my priority list. Read the rest of this entry »
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