Resolving Conflict in the Workplace

Conflict happens. Differences of opinion and different work styles can create the problems. This strains the relationship between coworkers and reduces their efficiency as well as their productivity. They may become demotivated and dread coming into the office. But conflict can be an opportunity to more toward a better organized work environment if properly handled.

Below are some steps to help in avoiding or resolving conflict in the workplace:

This plays an important role in avoiding conflicts in the work place. Be very clear and specific with your message and communicate in a way that everyone can understand. When talking with your colleagues, make sure they understand all the information, since misunderstandings can lead to more problems later on. Provide all necessary data to avoid this.

Clarify Misunderstandings
When conflicts arises, bring both parties together and let them have a professional and respectful. Make sure each part understands the other’s point of view. At the end of the discussion, make sure an agreement should be established and that any misinterpretations are addressed.

Consider All
Speak with each party individually to understand the issue behind the strife. Ask them, what their suggestions are to avoid this situation in the future. After listening to them, analyze and focus on the problem itself rather than who did what. Aim to improve the work environment. Meet again with the parties involved and provide your solution to the problem. Be impartial and focus on what’s best for the company in order to avoid future complications.

Eliminate Negative Feelings
Solve the problem in a manner that helps both parties resolve their bitter feelings. Everyone needs to be satisfied with the solution, so that the work environment will remain friendly and respectful.

Be Cooperative
Everyone has their own ways of working and accomplishing tasks. Do not ignore this and let them express their opinions. Do not impose your ideas on others and instead of consider their views. Avoid bias, treat everyone equally and be fair with all your employees or co-workers. Bring it to their attention when they make mistakes but also applaud them for a job well done. If you make mistake, apologize and accept your part in causing the problem, everyone involved in the conflict has done something knowingly or unknowingly, so try to see the bigger picture. Never assume any conflict is insignificant. Always try to solve it as soon as possible, don’t let it fester. Try to always use written notes or emails to help your peers understand the solution to a problem.

Encourage collaboration. Create a structure of team work that requires staff to work together to complete tasks. This is one of the most effective conflict resolution techniques and will make the employees realize the importance of working as a team to support each other.

Wherever you work, everyone expects a friendly and healthy environment. It’s everyone’s responsibility to create a healthy office environment. It eliminates stress and keeps employees cheerful. More importantly, it brings out the best in people on a daily basis and helps increase productivity.


U. Lakhia | DBPC BLOG

Writing A Cover Letter

A recent human resource study shows that about 70% of applicants who submitted their resumes with a cover letter landed a job interview. This figure indicates the importance of presenting a cover letter with every resume submission. However, preparing one can become time consuming and tedious.

A cover letter is a one-page document that the candidate submits to a company in addition to their resume, to express interest in the advertised opportunity or to explore future vacancy. Writing a cover letter is an opportunity for the aspirant to present themselves as suitable candidates for the job, stating in detail relevant experience, major accomplishments, significant achievements, skills and competencies – highlighting at least 75% of what is essential for the post. The ultimate goal is for a recruiter to take a glance on the enclosed resume and eventually asked to come for an interview. This can be compared to a door that, once opened, will lead to an individual’s professional journey.

While your resume is an overview of your credentials, your cover letter is equipped to serve as a sales tool. It should establish why you are a perfect match for the position. Remember, one job posting is seen by hundreds of passive and active job seekers, making it crucial to use this to market yourself to potential employers. Demonstrate why the hiring manager should utilize your services than other candidates vying for the post. Not all companies have time to train newcomers, if you possess the technical and transferable skills needed to be successful on the job, display that on a cover letter, this will sets you apart from other candidates.

Nonetheless, it is not always enough to simply know the job and have proven your expertise in the field. Expressing specific knowledge or background about the industry and company is definitely an advantage. This displays your genuine overall giving the employer the impression that you have a clear understanding of the kind of organization you want to be part of.
In more detail, here are some basic things you have to know about and include in your cover letter:

  1. It is ideal to provide the name and designation of the hiring manager on every cover letter. However, if this information cannot be obtained, your alternative should always be: “Dear Hiring Manager:, Dear Recruiting Team:, or Dear (Company Name) Team:” Do not use “To Whom It May Concern”.
  2. Always put a colon after a name in the salutation and not a comma.
  3. Your cover letter must have the same format as your resume. The header, footer, borders, font style and size should look exactly the same.
  4. Never present your cover letter in a coloured and/or fancy sheet. Print on a standard 8 ½ x 11 short bond paper.
  5. Never exceed one page. Make it elaborate but not too long and narrative.
  6. Follow a business format in dating and addressing your cover letter.
  7. It is a business letter therefore, do not indent. Use formal block paragraphs with spaces in between.
  8. The letter in total should never exceed three paragraphs:
    –   The first one should always consist of the position that you are applying for, your interest to join the company and how you learned about the opening. When referred by a specific person, acknowledge that person with their permission. Research the company and determine why it is well-known and recognized in their line of business. Use simple but catchy terms such as: “leading retail company”, “forerunner in the cement manufacturing industry”, “undefeated telecommunications enterprise”, etc.
    Be sure to articulate your strengths in the workplace supported by your background and emphasize the value that you will add to the organization.

    –   Next, briefly outline your qualifications vis-à-vis job specifics. Accentuate on the talents and experiences that matches the needs. Your letter should sound that you are the best person for this job. Use bullet points to enumerate your assets. You can say: “Some of the key strengths that I bring to the table include but are not limited to:” The list must catch the hiring manager’s attention enough to immediately call you for an interview.
    Own your accomplishments. Instead of saying: “This exposure increased my skills in”. Make yourself the active subject in the sentence: “In this role, my technical capabilities have greatly improved”.

    –   In your closing paragraph, wrap up the ways in which you will proceed with the application. In bold statement emphasize again why you should be considered. You should be assertive too by expressing that if you don’t hear from the person within a week (put the specific date), you will take initiative to follow up. Otherwise, you can say: “Looking forward to hearing from you soon or to meeting you in person to further discuss my qualifications in more detail”. Do not forget your contact information – your email and phone number where you can be easily reached. Thank the person for taking his/her time.

  9. End your letter with: “Sincerely,” and allocate a space for your signature.
  10. Make a notation at the bottom of the letter that your resume is enclosed with this letter.
  11. Proofread your letter. Do not rely too much on the computer’s “spelling and grammar” feature. If possible, ask a friend or a family member to review, correct or comment.
  12. Sound professional and educated. Use technical terms when necessary. For example, “in-depth knowledge of targeted selection, strong ERP background, extensive supply chain management exposure, CHRP or CPA designation, etc.” Avoid all forms of slang, unnecessary abbreviations, and avoid texting lingo at all times.
  13. Refer to sample cover letters online, but never plagiarize.

To summarize, it is important to always tweak your cover letter to correspond your desired position. Make it visually appealing and well-coordinated with your resume. Sell your expertise and value to the organization, but remember it is not your autobiography and should not exceed one page. Be very specific and concrete about what you can offer and bring to the company. Do not exaggerate or use generic language.

A potential employer’s first impression of you is the cover letter you submit. By following the guidelines above you can be certain to create a cover letter that will stand out and best exhibits your potential for future employment.


M. Beltran | DBPC Blog

Why Job Enrichment Matters

Known as an employee motivation strategy developed by psychologist Frederick Herzwig, job enrichment has been utilized by employers all over the world. It taps into people’s natural desire to succeed by helping them take advantage of their workflow. Its main focus is creating jobs with meaningful tasks, a range of diverse challenges and consistent feedback and communication between workers and supervisors. While it isn’t suitable for every businesses or every role, it can be a huge boon if used properly with the right people. Below, we outline some of the reasons why you might want to adopt a job enrichment process for your next role and why job enrichment matters.

Reduce boredom and increase engagement
Let’s face it, no matter how interesting it might be initially, performing the same duties day in and day out gets tiresome. Job enrichment allows a single role to take on extra dimensions and become less rote and mind numbing. Engaging work has a tendency to keep people interested, and a more focused workplace is always a plus.

Personal growth
Having a wider variety of responsibilities naturally requires the employee to expand their skill set. This is not only beneficial for the company, but for the individual as well, since it will give them real-world experience performing all sorts of tasks that they might not otherwise have been exposed to. These skills can be key to helping them advance their careers in the future. They will also feel more valued by a company that invests effort into developing in this way. This is especially true when they are offered constant feedback, so that they are constantly aware of what their strengths and weaknesses are. By allowing them to monitor their own progress, they will naturally take a greater interest in where their development is headed.

Increased autonomy
Micro management is bad for business, and job enrichment is a great way to allow workers to slowly develop their role into a more autonomous one. Employees function better when they’re given real responsibility and the freedom to overcome challenges in their own way. Likewise, companies can breathe easier knowing that their employees can handle multiple facets of the business without constant supervision. This enables them to focus their attention on the bigger picture rather than having to supervise every little action.
Be careful not to confuse job enrichment with increased workload. The idea is to attach more depth to a role by allowing the individual to develop on their own. That doesn’t necessarily mean just piling on extra things for someone to do. Also, keep in mind, there is no “one size fits all” with job enrichment. Some jobs and employees just aren’t built for it. There has to be a real desire to stretch the boundaries of a role on the part of both employer and employee for it work. It should never been forced on anyone – especially if the role is already particularly demanding. As long as you keep this in mind, job enrichment can do wonders for both the company and your next hire.


L. Wang | DBPC Blog

Payment Systems

Over the years, the Canadian payment structure has taken big leaps that prompted banks, e-commerce companies and global payment providers to offer more options to the public. Each decade is characterized by a specific “evolution” – paper instruments (cash and cheques) dominated the 60’s; the 70’s birthed credit cards; ABM usage increased during the 80’s and 90’s, paving the way for a period of convenience and security; and huge technological advancements led to innovations such as chip and PIN technology, electronic, online and mobile transfer from the 2000’s to the present.

Transactions can flow between individuals, businesses and governments; each party may use different systems when transferring funds. The following are the most commonly utilized:

Cash consists of paper notes and coins issued by the Bank of Canada. In spite of a remarkable decline in usage, it is still widely used especially when making retail purchases particularly low-value acquisitions. Zero transaction costs, instant processing time and “privacy” help cash relevant as an integral part of the payment landscape.

Cheques are traditionally employed in business-to-business and certain person-to-person transactions. These are paper notes “directing” a bank to reimburse x-value of money to a stated individual(s). Cheques still exist in material form but processing has gone digital thanks to imaging options and computerized recognition systems.

Debit Cards
Debit card (Interac, Cirrus, Plus and Maestro) has become the more preferred way of paying for goods and services, bill payments and withdrawals. It eliminates the need to carry cash all the time and it ensures that funds are readily available at the point-of-sale, as well as allowing easy access to ABM networks.

Credit Cards
Credit card (MasterCard, Visa, AmEx) functions through a revolving account where a financial institution grants an individual with an account from which to draw funds. Aside from flexibility and access to capital, one of its advantages is enabling the user establish and earn a good credit history. Additionally, in case of fraudulent activities, it offers zero liability.

Nowadays, the most commonly used method for regular and recurring activities, such as mortgage, bill payments, payroll deposits, tax refunds and government benefits, is through Automated Funds Transfer (AFT). Transfers are done based on the payer’s authorization and instructions. Due to its traceability, there is a lower risk attached to AFTs. And since the funds go directly to the recipient’s account, the risk of losing the money is significantly reduced.

Online banking. Mobile payments. Wire transfers. All these fall under Electronic Funds Transfer (EFT), which allows for a fast and safe way of processing or receiving remittances. Business dealings are settled instantaneously, guaranteeing a seamless transfer within organizations, between parties, across the globe or banking networks. The sudden boost in EFT transactions over the past decade has created many paper-free systems (public and private).

The emergence of smartphones and the increasing need for protection and convenience has driven the popularity of digital wallets or e-wallets, which has both a software (security and encryption) and an information (user-inputted data) component. This processed is utilized for online or point-of-sale purchases. Essentially, it functions in the same manner as a traditional wallet but without the physical cards or papers.

From bartering or exchanging goods to the hi-tech world, payment systems have indeed adapted to their environment. Each mechanism has its own benefits and disadvantages. We may be moving towards 100% automation, but the future is still unclear. One thing’s for sure, expect more innovation.


Z. Ricafrente | DBPC Blog

Division of Labour

The functional partitioning and specialization of responsibilities has been an area of marked interest for numerous social experts, economists, philosophers and capitalists over the years. This system of departmentalizing and delegating tasks according to expertise, skills and available resources has become increasingly common and is almost the norm in hectic industries like manufacturing and services.

Society recognizes the positive implications of cooperating within a community. More efficient outcomes are created when strict independence gives way to collaboration. The theory of two heads being better than one applies well to performing better at tasks. Motions to compromise such individuality were very unconventional during the early days and unacceptable to some. However, good results were observed when a complex project was done by several groups of worker with each unit bringing its own expertise.
The economist Adam Smith, who is known to be one of its early proponents, described in his book, The Wealth of Nations, how this concept is responsible for the “universal opulence” of many industries, including enriched productivity, increased trade, shorter training periods and cheaper costs. It also helps to encourage increased innovation.

On the other hand, some experts would argue that like any other principle, it has its own set of drawbacks. An employee who is doing the monotonous task every day will, sooner or later, get tired of the job. Efficiency declines as a result of decreased interests, challenge and drive, resulting in a lack of self-fulfillment. Dividing jobs too much among employees create unproductive hours and redundant roles. It can also contribute to a lessened accountability, since a finished product or a project is of several worker’s input and efforts, and it can be tough to assign responsibility to specific individuals. Furthermore, there can also be issues regarding work-flow. If production in a certain phase performs at a lower pace, other phases connected to it slow down too.

For well-balanced performance, it is then recommended that the division of labour is implemented cautiously by companies with good judgment. It good to distribute subtasks to avoid overworked and underpaid workers, but only up to a point people need to be given opportunities to bring their learning and self-enhancement to the next level, and they need more substantial roles to accomplish that.

No one can finish an entire project on their own. They will always require support either from another individual or machine. Whether working alone or in a group, employees are expected to perform at their best and produce the greatest output possible.


S. Queyquep | DBPC Blog

4 Qualities of a Successful Staffing Agency

Hiring can sometimes be a nightmare. You need someone to fill a position quickly, but you’re not sure where to look, or you don’t have time to take care of it on top of all the other things you have to do. There are lots of companies dedicated to servicing this issue, but weeding out the good ones from the bad can be almost as confusing as actually hiring for the job you’re looking for. This week, we’re here to help you make the distinction a little more painlessly. Here are four qualities of a successful staffing agency:

A Good Curated Network
A good recruiter knows that their strength only extends as far as their contact list will allow it to. Any respectable staffing agency will place the highest emphasis on making sure their candidate pool stays “free of leaves” and will screen their candidates extensively before adding them to their database. Bear in mind that a great network only stays “great” if it’s updated constantly. Look for companies that maintain a strong presence within the professional community and seemed to be as engaged now as they were 5-10 years ago. Otherwise, you may end up with a list of people who were fantastic prospects – a decade ago.

Regional Knowledge
Before you get too excited about the size of a company’s database, make sure that they actually have a strongly established network for the region you’re hiring in. If they claim to hire all across Canada, press them about the areas that they say they have the strongest presence in. If yours is one that they’re still “developing”, then it might be best to find another agency.

Industry Know-How
So the agency has a solid network in your area and a strong commitment to keeping it that way. Seems like a great time to jump on board with them, right? Well, not so fast. Before you decide whether a company is right for you, make sure that they’ve actually got experience hiring for the field and the type of position you need. A recruiting organization dedicated to helping young professionals might not be the best place to find new senior management; likewise, a staffing firm with a history of helping marketing/sales professionals probably isn’t going to have the right structure to help you find a new mobile app developer. Do some research on the companies you’re considering and observe whether they’ve hired successfully for the areas you need. Meet with them and ask them questions about the industry and see how comfortable they are with the subject matter.

They Communicate & Ask Questions
When sitting in a meeting with a representative from the agency, there should be plenty of questions being asked from both parties. If you’re the only one who seems curious, then that should be a big red flag. Hiring can be a complicated process, and every company has very different ideas about what the ideal employee will be. A good recruiting organization will maintain a constant dialogue with you to make sure that they know exactly what you’re looking for. This an on-going process, since new questions can come up on almost a daily basis. For example, if someone has a great personality and all the skills required but only has 4 years of experience instead of 5, should they be considered for the role? Regular follow-up is key in ensuring that stellar candidates don’t slip through the cracks in those kinds of situations.
Staffing is already hard enough without creating another headache by wrestling with ineffective recruitment agencies. Bad hiring can cost an organization thousands in a very short amount of time, so focus on finding the one with the right connections, location, knowledge and engagement before you fork over any of your hard earned cash.


L. Wang | DBPC Blog

4 Interview Formats & How to Conquer Them

The dreaded interview is still an intimidating prospect to job-seekers young and old. After all, not all of us are born extroverts and learning to sell yourself is a skill that can be difficult to hone even for the most intrepid salesperson. Adding to that difficulty is the fact there’s more than just one your career. Few things are worse than sitting down with an employer and realizing that you are completely unprepared for the type of environment they have set up. This week, our objective at the DBPC Blog is to help arm you with knowledge about some of the most common evaluation / interview formats and provide tips on how to make sure you excel in each of them.

In this type of interview, the employer evaluates your past experience and work ethic from your previous jobs, and they are attempting to examine whether you have real-world experience applying the skills you outlined in your resume. A key factor to remember during any behavioral evaluation is that even if you are discussing your history in the past tense, what they are really trying to do is imagine how you will perform for them in the future. Try to use the most recent examples possible, and demonstrate that you have consistently exhibited desirable behaviors over a long period of time. Bring the past into your present and future, and you will be able to instill confidence in your interviewers.

The situational interview is common in retail and other customer service industries. It involves giving the applicant a hypothetical scenario and then asking how they would respond on the company’s behalf. This structure is often used to determine your response to stress, unruly behavior and unexpected problems or setbacks. The most important message you can send to an employer during this type of evaluation is to demonstrate that you can maintain your composure – even when you are initially unsure on how to resolve the issue. Your key objective is to show that you can keep clients and customers calm and reassured until a proper solution can be found.

The unstructured interview tosses out many of the formalities of the other evaluations. Both parties may end up meeting over drinks or dinner rather than in a formal business environment. Do not be lulled into a false sense of security by the more laid back atmosphere. You may be tempted to “let your hair down in this scenario, but you must keep in mind that you are still being evaluated. In fact, this is the perfect opportunity for your employer to get a better sense of the “real” you when you are removed from a more staid office habitat. Do your best not to say anything you would not have said in a more formal setting.

This type of interview is utilized in professional environments such as IT, law, consulting or engineering. Similar to the situational interview, applicants will be presented with a hypothetical scenario; however, this time, it will be significantly more technical and detail-oriented. It will test the breadth and the depth of your industry knowledge, as well as your ability to apply the skills they are looking for in true-to-life situations. Being able to demonstrate ingenuity and practicality is the surest way to win over employers in this environment. Companies want employees who can solve problems realistically in ways that account for time and budget restrictions. Preparation is key. The last thing you want to be doing is “winging it” in a meeting like this. Treat it like you would treat an exam. If you feel you are lacking expertise, study previous cases from magazines or at an academic library. Also, keep in mind, there is not always a “right| answer that the employer wants. Usually, what is more important, is that they are able to analyze your thought process and see why/how you came to your conclusions.

Going to an interview does not have to feel like you’re wandering blindfolded into a minefield; hopefully, at this point, you will feel that you have a better grasp on where the pitfalls for each interview format lie, and you will be aware of what you need to do to successfully navigate around them. The rest is up to you to make the best first impression that you can.

Investment Options for Non-Risk Takers

Living paycheque to paycheque and relying on retirement money isn’t feasible and not enough to sustain a living due to the unpredictability of the economy. This is where investing and saving comes in, which usually depends on your attitude towards risks. Aggressive risk takers aim for higher returns – go big or go home; moderate risk takers earn average yield; conservatives protect themselves from price volatility and want to make sure that their capital remains secure.

The following are some of the most common investment options for non-risk takers:

GIC, Term Deposit
This offers guaranteed rate of return (fixed, variable or market-based) and good option for capital preservation. You can also use this as the fixed income part of your portfolio. Investments with longer term offer higher yield.

TFSA (Tax Free Savings Account)
Since its introduction in 2009, this type of investment has become very popular among Canadians irrespective of age and/or earning level. Due to flexibility and zero tax penalties, TFSA offers not just stability but liquidity. Additionally, the contribution limit is cumulative and indexed to inflation.

In essence, when you invest in bonds, you’re lending money to the government and/or corporation(s). You can choose between short, medium, or long-term and earn fixed return based on the coupon rate. Again, the longer the term, the higher the return. Its value fluctuates because it can traded or sold, but it can be cashed anytime.

Money Market Fund
Aside from liquidity, one doesn’t need a lot of capital to open an account. This is also ideal for those who don’t want to worry too much about the stock market. Financial institutions invest your hard-earned cash in short-term debt securities to various businesses and government bodies.

RRSP, Annuities
These are unique products wherein you enter into a long-term “contract” with financial institutions, including insurance companies, in order to accumulate assets and help manage your income upon retirement. Some of its benefits include tax deferral, lifetime income, payout flexibility and safety.

Cash Value Life Insurance
This is considered a good investment because the returns are safe. Additionally, it provides protection during “extraordinary” events not just for yourself but for your family as well plus you earn something on the side. You pay higher premium but it has the potential to build cash over time.

Low risk investments don’t provide big returns, but they offer stability and security for those who can’t afford to lose money or would just like to avoid as much risk as possible. If you’re new to the investing process, it’s important to prepare a financial plan and know the reasons why you’re doing it. Do your own research and analyze what’s available. Experts say, “Diversify.” Explore different low-risk and/or short-term options and spread your money across the board but limit your portfolio to the number of instruments you can handle and what support your needs and goals. You can then use what you earn to develop a more aggressive plan in the future.

Protect your source of income and have your assets work for you!


Z. Ricafrente | DBPC Blog

Employee Selection Strategies

Employee selection is one of HR’s strategic roles and key performance indicators. It involves manpower forecasting, staffing and retention activities. By planning, recruiters collaborate with hiring managers in predicting and anticipating the demand for personnel. This is a pro-active approach to ensure there is adequate supply of highly qualified candidates suited to fill in current and future vacancies. Human resources and requisitioning department heads identify and justify the need for new hires. Consequently they define job specifics, set parameters and allocate budget. As an executory body, HR is well-trained in this field. To achieve their goals they employ appropriate selection systems as well as standardized policies and procedures that are necessary for delivering the best prospects.

Below are some employee selection strategies, most admired firms adapt to ensure success in hiring the best candidates.

  • By putting in place effective recruitment initiatives, organizations will be able to serve job openings at any given time. Sources and availabilities of talents possessing the knowledge, skills, and abilities (KSA) necessary to perform the most critical and technical tasks, will vary depending on Top Management’s support and how a particular company adjusts to changing technological trends. Great hiring entails significant operating expenses and for some, sizeable investments in infrastructure.
  • Create an employment brand. Do you provide competitive compensation and benefits package? Is your company in the top echelon of corporations? Have you been operating for over a decade or more? Do you take care of your employees? These are just some of the many questions applicants consider before joining any organization. If your answer is yes to all questions then there’s a big probability that you will be able to find the perfect match. Make your company the employer of choice. This way, you will be able to attract topnotch individuals to come and join your firm. As a result, you will have a pool of well-qualified candidates to select from as well as more negotiating power to ensure that you’ll take in the cream of the crop that best suits your budget.
  • In Canada, the job market is very competitive as it has a huge blend of talents, coming from a variety of cultural backgrounds, and skills sets. Therefore, HR must have more options expanding and improving its selection schemes, so that it can provide better impact to the organization. Efforts must be made to exhaust and optimize all recruitment channels and sources by deploying computerized screening and electronic database management systems like Taleo.
  • A candidate may have all the skills and experience required to be successful on the job, but a recruiter must confirm that they have the proper references. Conducting a comprehensive background investigation validates the credibility of a recruit. Through this process, a company can certify their credentials. Resumes are unfortunately often manipulated. As a consequence, feedback from employers matters more and more. Be vigilant in doing reference checks, it should be a direct supervisor of the candidate that you are speaking to since colleagues can be friends with an overly emotional attachment to the prospect.
  • In some countries, checking the candidate’s background is not limited to just authenticating work performance, attitude or contributions with past employers. It extends to knowing how the person relates to the community. This may require them to undergo drug testing, or other tests to comprehensively assess their character before placement.
  • Do not limit yourself to interviewing candidates using only the “generic” interview questions. Take time to develop a unique and well-structured one to assess competencies to a greater extent. Most applicants, because they’ve been applying to so many jobs, are used to answering the standard questions, and many simply say the answers hiring managers want to hear. To really target the person that’s right for the job, perform an extensive screening. For example, if you are looking for a sales personnel, give him actual sales simulation exercises, and see how he’ll be able to use his expertise in actual scenarios.

The list could go on and on, but one thing is for sure, there is always risk attached to hiring. Even if you have selected “the best of the best”, organizational fitness still matters. Install an on-the-job trial to be sure that you’ll only choose the right fit before fully offering the job. If your first choice fails, try the second one. That’s why it’s always necessary to have a backup. Try to have at least three shortlisted candidates on your list for any position.
Adapting best practices in your process will surely influence the company’s bottom line in a meaningful way. Remember, through effective selection, organizations will have repeat customers, increased revenue, a more engaged workforce, sustained job performance, lower turnover, and much more.


M G Beltran | DBPC Blog

How to Prepare and Present Yourself for an Interview

If you’ve been invited back to an interview it means you have already impressed the potential employer on paper. Interviews are about “selling” yourself and your skills. It is imperative that you exceed their expectations, to make a good and lasting impression. This will make you stand out from your competition. Follow these steps on how to prepare and present yourself for an interview and you will be able to make a good and lasting first impression.

First Impressions
Succeeding in an interview is mostly about your professional appearance and the interviewer’s impression of you. The old saying that goes “You never get a second chance to make a first impression” and that’s always the case meeting people for the first time, especially for an interview. The first point of the meeting MUST be positive, if not, it will be difficult to change the hiring manager’s mind during the rest of the interview. Arrive five to 10 minutes early, it demonstrates that you respect their time and also proves that you are taking the position seriously. Acknowledge each person you encounter with respect and professionalism. When you shake hands, make eye contact and match the interviewer’s grip, you don’t want to seem aggressive. Don’t be concern about being nervous. It’s normal to feel that way during the interview. Keep in mind the purpose of the meeting is to fully evaluate your personality, qualification and your best interest in the profession. Many interviewers begin with “small talk” to help you relax but bear in the mind that are still being evaluated. Maintain a positive attitude.

Plan to Articulate
Preparation is the key to mastering a job interview. Plan ahead, systematize your thoughts and gather materials such as, cover letters, resumes, and any credentials that will help you land the job. Now that you have gotten the interview, review the job description and focus on its responsibilities and duties. Identify the employer needs. As the applicant, you should prepare anecdotes of specific times where you have used the required skills. Explain how useful those abilities can be for the company, and emphasize your ability to solve problems like the ones the employer might have.

Dress Professionally
Interviewers pay attention to every detail. Your apparel, demeanor, and mannerisms are all elements influencing what they think of you, whether in a job search or even on work. What you wear creates a significant initial impression that can affect the employer’s ability to take you seriously, or consider you for the position. Formal dressing allows you to “sell” and plan better which promotes productivity and camaraderie. It re-affirms your dedication to professionalism in both your work and your appearance. This allows you to exude confidence and self-assurance that recruiters are looking for. So dress for success!

Research the Company
It is always wise to conduct research on the company before the interview. Whether its product and services, opportunities and its competitors, is information will enable you to properly articulate your values and skills to match the organization’s needs. This also authenticates your enthusiasm for the job during the interview, it will likely impress the interviewer that you are fully informed and updated about the company. With this type of preparation, you will also have the opportunity to determine if it’s an organization you will want to devote yourself for the next few years.


Leslie | DBPC Blog