A great boss knows how to communicate his/her goals and expectation to the employees. If the employees know what is expected of them it will be easier for them to please their boss.

The following are the 8 things that employees should know:

1. Be true to your word.
It is very important to keep your word. If you said that you will finish a project by a certain date then make sure you do. Do not take on more responsibilities than you can handle. When you always finish the work on time, the boss will be able to rely on your word and respect you more.

2. No surprises, ever.
Make sure that you tell your boss everything he needs to know, especially if there is a problem. Do not be afraid to notify the boss about the problem, because the sooner he finds out about it the faster the problem will get fixed.

3. Be prepared on details.
Sometimes your boss might ask you detailed questions to make sure that you are on top of things. As long as you know all the answers your boss will have complete faith in you.

4. Take your job seriously.
Take time to learn as much as you can about your job. That will show that you really care about your future in the company and will make the boss appreciate you more.

5. Have you boss’s back.
If you are sure that the boss is making the wrong decision let him/her know. Do your best to show all the facts and hopefully that works. If the decision is made however, you need to execute it to the best of your ability.  

6.Provide solutions, not complaints.
Never complain about things that you don’t have solutions to. If you know how to fix a problem say something, if not keep it to yourself.

7. Communicate in plain language.
When talking to your boss it is important to go straight to the point. Say what you want in plain sentences and don’t overcomplicate things.

8.Know your real job.
The main goal of your job should be is to make your boss successful. If you do everything you can to make him look good, he will probably be there for you when you need help.  

See original article at:
http://www.inc.com/geoffrey-james/keep-the-boss-happy-8-rules.html

Qualifications:
When looking at resumes it is important to evaluate the qualifications. In the resumes a list of duties should be included for every job, so the employer can know exactly what tasks the candidate performed. Look for two to five, specific task you would want  the candidate  to have.
Make sure to look for education and experice. This will help you evaluate how much more training the candidate will need. The more relavant educuation or experiece the candidate has, the less you would have to spend on training.
Make sure to take your time during this process. To get the right employees, the companies needs to know what they are looking for.

Choosing People to Interview:
The essiest way to choose the right people to internview is by putting resumes in stacks. Make 4 stcaks. One for candicates with desired education, one for desired experiece, one for both and one that do not apply. Consider candidates that have both desired education and experience first, then go from there.

Salary:
Salary can be tricky. If you don’t offer enough then you can miss out on a good employee, of you offer too much it will be bad for the company. The best way to decide on the salary is to compare yours with similar companies for the same job. This way you will give around the same rate as the candidate would get in other companies.

The Interview:
Develop the interview that will help evaluate past behaviors and accomplishments. That will help determine if the candidate has the right skills for the job. Try asking every candidate the same 5 to 15 questions and then tailoring follow up questions to access the level of knowledge and ability.  Make sure to take some notes of the candidates response. Also, dont forget to allow candidates questions, that can help in determining if the candidate is invested in the job.

The Best Fit:
Pick top candidates and list both of their strenghts and weaknesses. After weighting in theit strenghts and weaknesses choose the candidate that has the most to offer. When choosing a candidate to hire, it is important to have a backup in case the candidate rejects the offer.

Discrimination
When making a decission on the candidate it is important not to discriminate against anyone because of race, religious preference, sex, national origin or physical disability. Focus on the aspects that the candidate has to offer concerning the job.

Reference Check
It is important to do a reference check on the hired employees. This will help the company know if the candidate has a good work ethic.

See original article at:
http://www.recruit2hire.com/hiring_employees.html

#1
To find out the candidates program ability, the recruiter should test the candidate by giving him/her some programming exercises. That will help evaluate how much the candidate actually knows.

#2
The recruiter should make sure that the description of the jobs corresponds to what is really expected of the new hire. That way there would be no confusions or misunderstandings.

#3
Sometimes recruiters cannot get everything they want in one candidate. That’s why it is important to keep in mind which characteristic the candidate must have and which can be easily taught at the job.

#4
To persuade the candidates, the recruiters should tell the candidates how their company is different than others. Mention what their company offers that others don’t.

#5
Recruiter should know why their position would be the best for the candidate and be prepared to talk about it. If the candidate does not think that the job is best for him/her, then he/she will be more likely to choose another job.

#6
The recruiter needs to know about the candidate. For example: Did the recruiter do anything that was posted on the internet.

#7
The candidates are not the only ones that need to be prepared for the interview. The recruiter should know exactly what position each candidate is interested in and talk to them accordingly.

#8
The recruiter needs to address all the candidates concerns with an answer. This will ensure that the candidate will be more comfortable in the role and will be more excited for the position.

#9
Every candidate asks when he/she should expect to hear back from the recruiter. Recruiters job is to have answers to those questions, so that the candidate does not look for another job, but waits for the answer.

See original article at:
http://resources.dice.com/2012/01/26/rock-your-interview/

Here is an example of the thank you letter that Shelly wrote:

Dear Mr. Snodgrass,

Thank you for taking the time on Friday to interview me for the sales position.I am very impressed with XYZ Corp., from both a business and cultural standpoint. It is obvious to me that XYZ has an exceptionally bright future and I would like to be an integral part of it.

You mentioned in our interview that a fast start is essential for the person you hire. Since history typically repeats itself, I have noted a few of my accomplishments at former employers below.

ACE Electronics
* In my first year in the position, I ranked #1 in the country. My quota was $6.2 million; I ended the year selling $9.3 million.

DEF Consulting
* In my first 30 days, I won a 6-month contract for 5 consultants that resulted in $360,000 in business.

GHI Group
* In my first 90 days, I produced a Web project for $25,000 that turned into a $35,000 project and an additional proposal in the pipeline for a supply chain project proposed at $65,000.

I hope the above information is helpful and I look forward to taking the next step.
If you have any questions please don’t hesitate to call me at xxx-xxx-xxxx

Best regards,

Shelly Job Seeker

This is a short letter that highlights Shelly’s qualifications for a job. It helped her to get an offer, and it can help you. Just remember to list relavant information to a job you are applying to.

Find original article at:
http://http://www.recruit2hire.com/bad-job-interview.html

1. Look for a lengh of time on the job.
You should look for employees that have been at one job for longer than a year. Thats shows employee’s commitment for the job and that he/she is willing to work hard to get to the next level.

2. Look for gaps in employment and ask for explanation.
Not working for a period of time could indicate that the candidate took a time out for further education. It can also mean that the candidate has some criminal issues. This is why you should ask a lot of questions, so there will be no supprises later.

3. Watch for employment dates that overlap.
This could mean that the candidate is lying on his/her application. The candidate can have a logical explanation for the overlap, so you should always ask him/her.

4. Have a copy of the job description at hand when you review the resumes.
By doing that you will be able to match the specific skills of what you are looking for to the person’s resume. The more skills match, the better candidate the person is.

5.Sort your likely resumes into two “stacks” – one for those that look perfect to you, the other for those that look good.
You should call the canditates that are perfect for the job, and ask them why they want to work for your company. This is where you use your judgement to figure out if the  candidate wants a job in your company or just any job.

See original article at:
http://www.recruit2hire.com/5-tips-hire.html

These days there are a lot of folks out of work and looking for employment.  There are still others who are employed but have decided (for any number of reasons) that it’s time for them to move on.  Recruiters are fielding more resumes, more phone calls and more candidates than they were 5 years ago.  It’s a tough job.  From our perspective, the sheer volume of business can be close to paralyzing.  But let’s flip it around for a bit and try to understand why candidates (though often working with us to secure employment) often turn around and bash recruiters with such fervor.  Because there are a few reasons and any Recruiter would be hard-pressed to admit that they don’t fall into at least one of these categories.

• No Call Back:  When people are out looking for a new job, it can be a very momentous change in their lives and a very personal one at that.  And unfortunately, most people don’t know where to start, so they do what everyone does. They apply their butts off…and are deafened by the silence from each and every hiring company.  So they turn to us.  They apply for a job, send in a resume, call and email to follow-up, all the right stuff that the books say to do.  Still nothing.  Can you imagine the frustration?  But most of this anger stems from a misunderstanding from what it is Recruiters do: we work for our Managers and our clients, not our candidates.  If the resume isn’t a match, more than likely the Recruiter legitimately cannot spare the time to call the candidate back.  Sad, but true. In a time of 10% unemployment and a constantly changing marketplace, Recruiters are working twice as hard and unfortunately, it’s the candidates who aren’t a perfect match that get left by the wayside.
• Lack of Understanding: Over the years I’ve heard any number of candidates complain about Recruiters that A) don’t understand the job they’re trying to fill or B) don’t understand the resume that they’re reading.  In some cases, this might be a legitimate failing in the Recruiter…after all most professional strive to understand their business as much as possible.  But more often than not, candidates are expecting the Recruiter to be an expert in the job they’re filling…but we’re not.  We’re experts at our job; interviewing and hiring talent. There’s a fine line people in our profession are often walking; we have to understand the jobs we fill in enough detail that we can honestly and clearly represent the role to our candidates. Still again, we have to make clear to the candidates that we are not, say, aerospace engineers or software developers.  Until you’ve been in this business for awhile and developed the necessary background knowledge for your jobs, it’s a tough (and narrow) line that we walk.
• Feedback: Everyone wants to know how they did! We’re wired that way from grade school on up.  Take a test? Here’s a grade.  Take a class? Here’s how you did.  Give an interview? Here’s what happened.  It’s natural.  So why can’t us Recruiters get off our butt to share some honest feedback with our candidates?  This is a tricky one and it almost always falls into two categories.  One, the Manager hasn’t given us any feedback. Though it may be hard to believe for people externally, even the Manager who shook your hand and said you were a hit might be fudging the truth because he doesn’t know how to end an interview.  And then the Manager doesn’t give the Recruiter feedback…we’re frustrated because we don’t want to throw the Manager under the boss and sour you on the job so we absorb the blame and take the hit.  And the other time we don’t give feedback?  It was probably bad, harsh, personal feedback that would hurt a person and injure their job search long-term.  We’re actually pretty nice people by and large and telling someone that the Manager called them a jerk or said their personality was awful…yeah, it’s soul crushing. We avoid it.  We shouldn’t, but we do.

Please remember, while you may have had a bad experience with a Recruiter in the past, don’t assume that we’re all bad people or unprofessional.  I dare say that unprofessional, crappy people exist in all jobs and professions.  So when you’re working with a new Recruiter, understand the basics: We work for our clients or internal companies, we are looking for the person that fits the job spec best and we don’t like hurting peoples’ feelings.  I bet that if you told a Recruiter you understood that and just wanted realistic expectations set, they would be a lot more honest and forthcoming with you.

See original article at:
http://www.recruiter.com/articles/why-people-hate-recruiters/?utm_source=linkedin&utm_medium=announcement

Answer: They all dropped out of school (Branson actually quit high school).

So, what’s the lesson here – dropping out of school leads to great success? Hardly. But the reverse is equally untrue. Yet society continues to stigmatize those who have not completed a four year degree; in fact, Jobs, Branson, Abramovich, and other notable CEOs like Bill Gates and Mark Zuckerberg would have a difficult time breaking through their own companies’ human resources departments (where recruiters, and even software, scan resumes in order to eliminate candidates based on predefined criteria like college education and number of years of experience).

The vast majority of America’s workforce – around 70% – has no college degree. Conventional wisdom tells us that if you want to be successful in life, you need a minimum of 120 college credit hours, preferably from a top-tier university. Yet beyond status-quo expectations and an [ever-shrinking] income disparity between workers with bachelor degrees and those with a two-year degree (or just a high school diploma), there is very little evidence to support the idea that passing a series of exams prepares someone for the “real world”, let alone gives them a roadmap for finding and pursuing their ideal career.

A recent study on the relationship between a company’s success or failure and whether or not the company’s CEO attended a top school found the following:

We … do not find a significant systematic relationship between CEO education and long-term firm performance. CEO education does not seem to be an appropriate proxy for CEO ability. Our results lead to the puzzling implication that, while CEO education appears to play an important role in the hiring of CEOs, it does not affect the long-term performance of firms.

Don’t expect the Ivy League to be spreading this information. Their exclusivity and prestige depends on their ability to project an image of superiority.

Ultimately, credit hours, grades, major and the ranking of someone’s alma mater in U.S. News & World Report have no bearing on a person’s success. Rather, success depends on an individual’s level of determination – can they discipline themselves to do what needs to be done – and whether they actually have a conviction for what they are trying to do. Of course, universities and Sallie Mae can’t make any money off that kind of advice.

See the original article at::

http://resume-not-required.com/?cat=33

1. Go before things get bad.
After working at the job for a while, you should know if you are happy there. If you are unhappy, you need to quit the job before it will start affecting you and your job performance.

2. Make a good first step.
The first person that you should tell that you are quitting is your boss. You do not want you boss to hear it from someone else before you tell him/her. After all you do want your boss to give you a good reference.

3. Leave the door open a crack.
Things can change with you or the company. You might want to come back and work for the same company again. This means that you should always leave on the positive note.

4. Beware of the exit interview.
Do not badmouth your your old company, no matter what the circumstances.  Badmouthing will follow you everywhere. You should always let the old company know that you had a good time working there.

5. Resignation letter.
If you need to write a resignation letter, make it short and sweet. Make sure to include you end date and the thank you for the opportunity to work there.

6. Trust that the company can continue without you.
Do not be scared that everything will fall apart if you quit. Everyone is replaceable.

7. Set yourself up for a good reference.
The law discourages past employers to discuss an old employee. However, most companies tend to answer questions about references.

8. Manage the in-between time carefully.
Right after you decide to leave your old job and to move on to the new one, make sure that you finish all the projects.

9. Be conscious of the shift in the balance of power.
Once you quit, you are no longer dependent on your boss for the job. All the work that you do for the company, you do it is optional. At the end of the day, you want to leave your job on good terms.

See original article at:
http://blog.penelopetrunk.com/2006/08/20/9-tips-for-quitting-a-job-gracefully/

1. Are you no longer in the loop about, well, anything?
Are you the type of person that usually knows everything that is going on in the company, but suddenly no one tells you the company news? If that is the case, odds are other employees know your about to get fired and don’t want to be involved.

2. Did you recently screw up big-time?
Did you recently lose a lot of company’s money or said something that ruined the company’s reputation? If you answered yes to either of these questions, you are probably going to get a pink slip.

3. Are people avoiding you at all costs?
Did you notice that people that used to stop and chat with you are now avoiding you? This can mean that they don’t want to be associated with you because you will probably get fired in the near future.

4. Did your last performance review read like a train wreck?
When giving the reviews bosses don’t usually try to say anything too good or anything too bad.  They don’t say anything too good because there is always room for improvement.  However, if they happen to insult you at every part of your job, odds are your boss is not satisfied with your work. If that happens, there is a strong possibility that you will get fired.

5. Has your company recently been sold or merged?
When a company merges or gets sold, all employees are at the risk of getting fired. The new company will usually either keep the top employees or leave employees according to their seniority.

6. Are you being given impossible jobs with no chance of success?
Sometimes a company needs a reason to fire someone. If you did nothing wrong and all of the sudden you are getting tasks that cannot be completed, that means the company is trying to get rid of you. The best bet is to start looking for a new job where you will be appreciated for the hard work you do.

7. Do you now have less responsibility than the intern?
If all of the sudden you get striped of responsibilities, that is a big sign that you will not be needed much longer. If you don’t bring value to the company, there will be no reason for the company to keep you.

8. Has your office, cubicle or working space recently been down-sized?
If you used to have an office, but all of a sudden you have been downsized to a cubicle, you might be in the firing line. Companies care less about employees morale if they are no longer valuable to them.

9. Do people whisper more, or does the conversation change as you approach?
Most of the time if you are about to get fired, you will be the last to know. Other employees probably won’t warn you, but they will be more than happy to talk about you behind your back.

10. Did you recently receive a pay freeze or, worse still, a pay cut?
If you received a pay cut or a pay freeze, start looking for a new job immediately.  That shows that you are not valued in the company and will get fired soon.

11. Have you seen a job posting for your company that matches your job description?
It is not uncommon for companies to look for a replacement before firing someone. This is why you should always check the company’s website for new opening. If you do see a job posting with your description, look for another job.

12. Does everyone hate you? I mean really dislike you with a passion?
If you have no friends at your job and find yourself eating alone at lunchtime, other employees do not like you. If you don’t fit into the company’s culture, you probably might not last much longer.

13. Have you recently been asked to take some time off?
If your employer asks you to take time off for no reason, you are at risk. This does not mean that they ask you to take up your vacation days because you will lose them. The employer might  ask you to do that so they can figure out the best way to fire you when you get back.

14. Are you noticing paper-trails between yourself and your superiors?
If your boss usually would talk to you in person about work occurrences, but now all of the sudden keeps sending you emails, it is probably because he wants to document every time you screwed up.

15. Are you finding it almost impossible to get approval or ‘buy in’ on projects?
Are you the type of person that usually get approval for your great ideas and all of the sudden your boss is silent during approval? That is because your time is probably up in the company. If your idea is really great, your boss might take credit for it once you are gone.

16. Have you recently been asked to work on a “special project”?
If your boss asked you to leave a very important project to start a special project that has nothing to do with your job, you are probably in trouble.

17. Are your successes and accomplishments being glossed over?
If you have done great work and are not getting praised for it, there is a possibility that you are about to get fired.  To know for sure, you have to compare how you were treated before and how you are treated now.

18. Are you currently being ‘retrained’ or are taking coaching sessions?
Sometimes getting retrained is a good thing. That shows that the company still cared about you if they are spending money on you. However, sometimes it is an attempt to show that they have done everything they could before letting you go.

19. Has your immediate boss or mentor gone bye-bye?
If your boss or mentor is gone because of getting an promotion or getting fired, you may be in trouble. It is possible that your boss was the one that was protecting you from getting fired. You have to evaluate if things changed drastically to know if you are at risk.

20. Have you recently been promoted to a position of less responsibility?
Have you been recently promoted to a new position that barely has any responsibilities? That can be a company’s attempt to get rid of you. It is easier to eliminate a position, then firing someone.

See original article at:
http://www.wisebread.com/you-re-fired-20-signs-that-a-pink-slip-is-coming