The Benefits of a Repeatable Hiring Process

The Benefits of a Repeatable Hiring ProcessThe Benefits of a Repeatable Hiring ProcessThe Benefits of a Repeatable Hiring Process ChildersYouve assessed yur companys workflow and structured your job descriptionsto attract top talent.As your small geschftsleben grows, its a good time to adopt a repeatable hiring process to help your company select the right players for your team.A good place to start is with the interview process, says Suzanne St. Clair, owner of St. Clair HR Consultingin Stockton, Calif. St. Clair works with many small businesses to develop a consistent, repeatable interview process.In fact, if your interview process seems too long or if you dont prepare your interview questions in advance, it might be time to re-evaluate your hiring process.Create Repeatable Success St. Clair says a standardized repeatable hiring process is not only key to ensuring interviews are efficient, productive, and designed to recruit the best talent, they also protect a small business owne r against potential litigation by following a legal hiring process.Additionally, your hiring processshouldnt just be in your head, it should also be detailed and documented on paper.Hiring managers often unknowingly put themselves at risk for legal action by asking illegal interview questions that include inquiring about a candidates age, marital status, ethnicity, whether they plan to have children, or their political affiliation, St. Clair says.Identify the Best Candidates At All Points Public Relationsin Deerfield, Illinois, Lauren Izaks and her husband, Jamie, manage a staff of 15. The couple has identified specific qualities they value in their employees and corporate culture. They then use these qualities to guide them in their interview process.After identifying candidates who look good based on their resumes, Lauren Izaks begins the vetting process by conducting a 30-45 minute phone interview with potential candidates. Rather than winging it with each candidate, Izaks interv iews candidates using consistent and repeatable practices.I begin by telling them about our company, and asking questions about their background and work experiences, Izaks says. If the phone interview goes well, Ill send them a pre-employment test, where they are asked to demonstrate their proficiency in public relations by writing a case study or a news release.Izaks and another senior manager then review the writing test to determine the candidates that appear to be the best fit. Those candidates are then asked to come in for an in-person interview with Izaks and her husband.Ask Behavioral Interview QuestionsWhen interviewing potential employees, St. Clair says the best questions are those that target an employees competencies, such as, Give me an example of when youve done your best work, or what are commonly referred to as behavioralinterviews. Behavioral interview questions can reveal a candidates strengths, how they work as part of a team, and whether they work best with dire ct supervision.Izaks has found that keeping the interview process repeatable and consistent from one candidate to the next promotes a fair practice, one that helps her and her husband to recognize top talent.By asking candidates why they are interested in working at All Points, it shows if they have a good understanding of our company, and why they want to work there, Izaks says. When we ask where they see themselves five to ten years from now, I can determine by their answers whether a candidates goals align with our company goals, and whether they see the position as a job or as a career.Checking References If the in-person interview is a success, Izaks moves on to checking a candidates references.She asks each candidate to supply four referencesand insists on speaking to three before an offer is made, in order to validate the tasks that candidates claim theyhave done and at the level they represented. Using this process, Izaks also ensures there are no red flags or experience ga ps.Since many companies have instituted policies to limit the information released about individual employees, and will only verify a previous employees job titles and employment dates, St. Clair says its important to pay attention to tone (if a reference sounds hesitant or uncomfortable, that can be a red flag), and whether a current employer offers a lukewarm or enthusiastic response about a past employee.Making a JobOfferAfter completing the interviewing and reference process, Izaks calls candidates to make them a job offer. She reviews salary, benefits, and vacation and sick time shes also found that giving candidates 24 hours to contemplate the offer ensures that candidates who accept are ready to hit the ground running.I always encourage candidates to consider the offer and then call me back the next day either to accept or to ask any questions they may have thought of in the interim, Izaks says. If a candidate accepts, they are sent a formal welcome letter with details on the ir start date.After a new hire is secured, Izaks and her staff also conduct a three-month and six-month review where employees are asked to list their accomplishments and also their goals for the coming months.Our firm maintains an open door policy so that employees can always come to use with questions, Izaks says. I also give each employee a potted plant when they are hired I then walk around the office every Friday to water the plants.This gives me a aussicht to talk informally with each employee to see how their week has been and whats new in their lives.

Reporting AWOL and Desertion Of Military Member

Reporting AWOL and Desertion Of Military MemberReporting AWOL and Desertion Of Military MemberThe military does notlage pay rewards for information received concerning the whereabouts of absentees and deserters. (Exception If the deserter is also wanted for serious crimes, such as rape or murder, the services sometimes offer rewards for information leading to their capture.) However, there are several differences between unauthorized absences, AWOL, and Desertion and the punishments vary as well. More About AWOL and Desertion Types of Unauthorized AbsencesThere are three types of unauthorized absences (UA) while serving in the military.Missing Movement, Absent without leave (AWOL), and after 30 days, AWOL turns into desertion in some cases - but not always. The difference between AWOL and Desertion typically is based on intent and what important duty the offender intentionally missed. In the Uniform Code of Military Justice (UCMJ) the articles 87,86, and 85 give further legal de finitions and punishment ranges for the respective UAs. The 30-Day RuleThere is a bit of grey area within the services as to classifying someone as AWOL or a deserter. After 30 days, a military member who has been away from his/her duties will be classified as a deserter. Whether or not the members get charged with desertion or the lesser offense AWOL depends on the circumstances of returning, captured, and the intention of leaving. Apprehension and ArrestIf a military member were apprehended by military or civilian police authorities while in an AWOL or Deserter status, the punishment will be greater and the deserter will likely be charged with several related crimes as well.However, if the member turns himself in to authorities, the military will typically place a lighter USMC article of punishment on the offender.But once again, it all depends on the circumstances of the offense. Return to Military ControlWhen you return to military control, you could receive jail time if AWOL an d Desertion charges are filed, however, that is very unlikely. Most deserters and those charged with AWOL are released from the military with an Other Than Honorable or a Bad Conduct Discharge.If you are in a prolonged AWOL or in desertion status, the most important thing for reduced punishment is to voluntarily return. If the military spends time and effort to find and detain you, you will be punished more severely. Maximum Possible PunishmentsThere has only been one rolle executed for Desertion in the history of the United States. Most punishments do not require jail time unless highly publicized and the members spoke out against the government.For instance,When you return to military control, you could receive jail time if AWOL and Desertion charges are filed, however, that is very unlikely. Most deserters and those charged with AWOL are released from the military with an Other Than Honorable or a Bad Conduct Discharge. If you are in a prolonged AWOL or in desertion status, the most important thing for reduced punishment is to voluntarily return. If the military spends time and effort to find and detain you, you will be punished more severely. For instance, in 2015, the U.S. Army announced that Army soldier Bowe Bergdahl would be tried by general court-martial on charges of desertion and misbehavior before the enemy.His trial is still waiting. Probable PunishmentsIf charged with AWOL or a Deserter, the commander could impose Article 15 (nonjudicial punishment), possibly imposing a fine, or restriction, or correctional custody, or reduction in rank, and then allow the member to return to duty. The commander could impose an administrative discharge. The commander could impose Article 15 punishment, and then follow it up immediately with administrative discharge proceedings. Or, though unlikely, the commander could refer the case to trial by court-martial with a Special Court, or a General Court-Martial. If the commander chooses a Summary Court, the maximum punishment is limited to confinement for 30 days, forfeiture of two-thirds pay for one month, and reduction to the lowest pay grade. AWOL and Desertion in the National Guard and ReservesMembers of the Army and Air National Guard are not subject to the UCMJ. This is because the National Guard belongs to the individual state and not the federal government. This means that members of the National Guard cannot be punished (Court-Martial or Article 15) for missing weekend drills or failing to show up for the two weeks of annual training. However, if the National Guard is called to active duty within the military, they are subject to the UCMJ. What to Do if Youre AWOL or in Desertion StatusThe best advice is to turn yourself in to the authorities at your command as soon as possible. The difference between AWOL and desertion can be significant with regards to your future. Who to Contact If you believe you know the whereabouts of someone who is AWOL or has deserted, you can report them to the individual services Deserter Information Point, who will then determine whether or not the person is in desertion or AWOL status and take appropriate action. The DIP phone numbers are Army(502) 626-3711/ 3712/3713Navy(847) 688-2106 (or toll free 1-800-423-7633)Marine Corps(703) 614-3248/3376Air Force(210) 566-3752 (or toll free 1-800-531-5501)Coast Guard1-800-986-9678 ext. 3-6600

How to Answer Where Do You See Yourself in 5 Years Interview Question Career Advice

How to Answer Where Do You See Yourself in 5 Years Interview Question Career AdviceHow to Answer Where Do You See Yourself in 5 Years Interview Question Career AdviceQuick NavigationWhy employers ask, Where do you see yourself in five years?Surprising ways employers ask, Where do you see yourself in five years?How to answer, Where do you see yourself in five years?Example answers to use in an interviewWhere do you see yourself in five years? is a common interview question you are likely to encounter during your job search. Employers often ask this question to gauge whether your professional goals align with those of the company and its mission. In this article, we will review how to answer this question in such a way that will help the hiring manager see you as a future employee and set you apart from a potentially long list of applicants.Why employers ask, Where do you see yourself in five years?Your response to the question, Where do you see yourself in five years? will give the in terviewer a better understanding of your overall career goals and motives for applying for the job. They want to hire someone who fits within the companys culture and who can have a positive impact on their own geschftlicher umgang goals. If your professional goals seem to coincide with the job, the employer will be more likely to see you as a dependable employee they can rely on and invest in.Motivated and proactive employees tend to remain in a fleck for several years. Since companies spend a lot of time, effort and money training new employees, having an idea of your five-year plan can help the interviewer determine whether you will be a good investment for them.Surprising ways employers ask, Where do you see yourself in five years?The interviewer might frame this type of question a different way to better understand how you can grow with the company and what you expect from them. You can prepare a relevant answer if your interviewer asks any of the following questionsWhat is you r ideal position at this stage of your career?What is most important to you in your career?What are your long-term career goals?What is your dream career?What are you looking for in a career?RelatedHow to Answer What is Your Greatest Weakness Interview QuestionHow to answer, Where do you see yourself in five years?To position yourself as a candidate who will succeed in this role for the long-term, try to prepare your answer by focusing on stability and dedication. Even if you do not plan to remain at the company for more than a couple of years, you can still emphasize the skills and experience you hope to gain from this role. When preparing your answer, consider these steps to help you craft the perfect responseBase your answer on the job.Companies want to hire people who are excited to work for them, so make sure you give specific details about why the job interests you.Research the industry.Consider how you think you could grow in this position and how your development might coinc ide with the companys long-term needs and goals. Remember to read about the company before your interview and learn all you can about the department you are applying to.Be enthusiastic.Hiring managers choose candidates who are excited about their job prospects. Show your enthusiasm for the job and the future you see yourself having with it. You may want to emphasize how the position can help you achieve certain professional aspirations. For instance, the job in question might help you gain more expertise in your field or lead to certification options.Give a two-part answer.If you do have specific long-term career goals that are relevant to the position you are applying for, answer the question in two parts. The first part should focus on the immediate position and why you are excited by the opportunity. The second part can address your expectations and future plans.Learn MoreHow to Answer What Makes You Unique Interview QuestionExample answers to use in an interviewUse the following examples as a guide to help you answer this question.Example 1 Bank tellerSee alsoAnswering the Trickiest Interview Questions With ConfidenceOver the next few years, I hope to learn as much as possible about banking services. In the short-term, I want to become an excellent teller and then possibly move into a position with more responsibility. Within five years, my goal is to become a supervisor, preferably in loan processing or some other area of financial services.Example 2 MarketerI come from a traditional marketing agency that focused on print material and websites. Within five years I see myself having gained a greater understanding of social media and digital marketing to the point where I can use it- along with my experience in traditional marketing methods- to start managing clients social media and digital campaigns.Example 3 Software test analystIn earning my computer science degree, I discovered a passion for finding practical solutions to technical problems. I was draw n to this software test analyst position because of your companys reputable beratung program and internal training, which I strongly feel will help me further my skills over the next five years.