Improving Professional Image

Did you know that it takes roughly 30 seconds for another individual to make an assumption about you? Did you also know that 93% of how you’re judged is based on non-verbal cues like appearance, body language, grooming, posture and 7% is influenced by verbal communication and tones? It may come across as shallow but physical appearances do matter. The professional image you present and communicate will give the first impression and if good enough, will often be the last.

The Do’s

  • Dress To Impress
    “Dress the way you want to be addressed”, as stated by Bianca Frazier, is the mantra to keep in mind when getting ready. Most workplaces will have a dress code policy in effect but for safe measure: T-shirts, jeans, flip-flops, excessive makeup, pungent perfumes, revealing, sheer and incorrect sized clothing should be avoided at all costs. The aim is to be as least distracting as possible without compromising personal style and creativity.
  • Be Socially Savvy
    A prerequisite for success in today’s highly-connected and relationship-focused environment is being socially adept. Employees wish to interact with amiable and graceful colleagues. Most individuals prefer to have a productive day, not be bombarded with bickering, badmouthing, complaining and gossiping. Ensure you are making the right impression on your fellow workers and supervisors with your knowledge, optimism, social etiquette, civility and charm. The result of practising these traits will enrich personal and professional effectiveness and self-confidence.

The Don’ts

  • Be Inflexible
    Today’s economy demands that businesses do more with less. Roles and duties are not as defined as they were in the past and have become exchangeable. You may be required to partake in a project that is not listed in your job description. That is perfectly fine, as long as you have the technical and educational competence to do so. No job is too menial to be not taken seriously. Ensure all assignments are submitted on time and are completed with the same dedication as your regular tasks. Management will notice your alacrity and, consequently, take you one step closer to reach the top.
  • Misrepresent
    Trust and integrity are exemplary principles to adopt and apply. Employers want loyal, honest and hardworking individuals on their teams. Your words are as good as you are. Be who you are and do what you say you will. This applies to the credentials, references and experience listed on your résumé. Practice restraint and discretion when on social media, do not slander your employer and expect no one to find out. The potential negative impact of falsifying information on your résumé is not worth the risk of misjudgement.

Your professional image is not solely based on impeccable outer looks, although it is a major component. It reflects and encompasses proper conduct, personable soft skills, face-to-face interactions and integrity to shape your reputation. By following the tips listed above you will lay a solid foundation for success.

 

Tabbassam B. | DBPC Blog

Bullying In the Workplace

Recognizing an office Bully
While bullying in the workplace is a form of aggression, it can also be hidden or unrecognizable. Just like the school yard, work place bullies use the same tools to intimidate and manipulate their employees or co-workers. Bullies usually possess certain traits that can easily be misinterpreted for constructive criticism when in actuality it’s another technique for torment. Distinguish between the two and consecutively ask yourself these questions:

  1. Is this person harassing you?
  2. Do they deliberately overload you with work?
  3. Is this person purposely withholding or giving wrong information that you can’t do your job accurately?
  4. Do they seem to find enjoyment in tormenting you?

If your answers to all these questions are YES, you are more than likely a victim of being bullied at work.

The Psychological Association
Bullies primarily have deep rooted psychological issues related to being in control. In most cases the issue at hand isn’t about you personally or your work performance, but more so the insecurities and anti-social disorder that consumes a bully. This in turn, encourages a childlike mentality, with a predominant antisocial tendency of getting under the skin of others. When your attacker lashes out it is no more a display of incompetence and a lack thereof. This behavior is a defense mechanism to deal with their insecurities and are usually threatened by the employees with better potentials. Although bullies and victims are on the opposite ends of the spectrum, they really are not all that different. It has been statistically proven that most bullies were once on the receiving end of this abuse.

Take Action. How to deal with Workplace Bullying?
Office bullying can be devastating for the affected employees and companies. Most corporations have a zero tolerance policy for workplace bullying. They encourage employees that are being victimized to record all incidents in full detail. It is recommended to provide the name of bully, dates, location, and also any witnesses. This structure will solidify your claim so that it can be properly presented and further investigated. Don’t ignore the fact that you’re being bullied. If you are being treated unfairly in a misappropriate amount than others, don’t hesitate to contact your Human Resources department.

The Follow-up
If the bullying still persists and becomes out of control, try other alternatives and escalate your complaint if necessary. If your manager or supervisor is reluctant in acknowledging the bullying reoccurrences, you have the right to take it further to higher management or a union personnel. In some instances complaints do not resolve in a timely manner as they should or when you expect them to. Do not get discouraged as with time and perseverance your complaint will be taken seriously. If the present evidence still hasn’t taken notice, only then a variety of options may have to be taken into consideration. Seek what’s in your best interest, whether it is relocating or consulting with a lawyer.

It is unacceptable for someone to continue with this behavior. They may have had past victims who were timid to speak up for several reasons. But one compliant can make a difference making it a comfortable environment for you and your colleagues.

 

L. Paul | DBPC Blog

7 Traits of an Effective Recruiter

A great recruiter is more than a “job filler”. Although filling an order is part of the job, recruiters should be able to sell, communicate and negotiate. Our report will outline 7 essential traits that classify an effective recruiter.

Customer Relations
Like every customer oriented job, recruiting requires communication and professionalism. A recruiter should possess outstanding interpersonal capabilities and communicate on various levels. The recruiter has to be confident and charismatic and know what client needs. Many factors will affect the completion of an order and it’s part of the recruiters’ job to demonstrate efficiency and wisdom throughout the process. A recruiter should always be accessible. Clients expect to work with someone who will keep them informed and is available when required. Finding the most qualified and suitable candidate should be paramount to both recruiter and client. The recruiter should ensure the candidate and client are compatible and the work environment and culture of the company is adaptable to the candidate. Obtaining and maintaining, the clients’ loyalty can be challenging, but it is one factor which makes a recruiters job more rewarding. Great listening skills and an open communication channel help foster great relationships.

Finding Qualified Candidates
Finding qualified candidates for a client is not an easy task. There are many steps that will impact this process. Sourcing qualified candidates starts with having an accurate depiction of the clients’ requirements. There should be a clear understanding on what kind of person he/she wants to hire and what the requirements are for the position. One of the most effective ways to have a qualified pool of candidates is through the use of tools such as assessments and interviews. An assessment allows the recruiter to distinguish between candidates that meet all the technical requirements of the position. Through an interview the recruiter becomes acquainted with the candidates’ personality, and his/her familiarity with the position. After the interview the recruiter is better equipped to decide if the candidate will be a good fit for the company. It’s also imperative to know more about the candidates’ personality, education and work experience to make an accurate match, thereby fulfilling the expectations of both parties. With the guidance of an effective recruiter, the candidate will also make the right decision regarding the job.

Sales
A vital aspect of a recruiters job is sales. It is not just about acquiring new clients, it is also selling the job to candidates.

The recruiter must know:
a) The company’s target market
b) The employers specific requirements
c) If the employer is serious about the order
d) If the candidate meets the employers requirements

Often times, recruiters lose their focus and offer services to companies that do not have any need for their service. This mistake can be time consuming and costly. A recruiter needs to know who, why, when, where and how to sell staffing services.

IT Literate
Technology is evolving very rapidly. For the most part, recruiting is conducted on computerized software. This allows recruiters to utilize various tools to connect with prospects, contact candidates and source new clients. Social mediums like Facebook, LinkedIn, Twitter and Google+, allow companies to connect with clients and candidates providing opportunities to increase their network.

Detail Oriented
An effective recruiter pays close attention to details. Recruiters should focus on meeting clients needs. Neglecting or overlooking minute details can harm the process, and negatively affect the relationship with clients or candidates. The recruiter has to complete an order with efficiency and accuracy.

Time Management
A great recruiter should always be aware of and consistently meet deadlines. They must be realistic on the length of time needed to fill a position, and never mislead clients. This will eventually impact future decisions for jobs with the company. Candidates also appreciate knowing the time frame for a position to be filled and to be notified when the position is filled.

Team Oriented
Recruiting requires team work, not just with co-workers but also with clients and candidates. Open communication will allow the recruiter to have a better understanding of what the client is looking for. Often times, clients are not specific with their requirements. It is the recruiters’ responsibility to get to know the client and establish a relationship where they can work together to select the best candidate for the position.

An effective recruiter will know what the candidate needs to improve on and the best candidate to choose for the job. Both candidate and recruiter should work together to ensure the candidate has a professional resume. If the candidate gets an interview, the recruiter should provide all the necessary information to prepare the candidate for the interview. Finally, the recruiter must give moral support to the candidate, as some candidates get nervous during interviews. Team work is essential to complete every aspect of the process.

There are several other traits that could be included in this article, however under our consideration, these 7 traits would make a successful and effective recruiter.

 

T. Bhatti & V. Sanchez | DBPC Blog


 

Sources:
http://www.fordyceletter.com/2013/10/22/the-earmarks-of-a-true-recruiter/
http://www.ere.net/2006/10/24/traits-that-turn-a-good-recruiter-into-a-great-recruiter/
http://www.careerbuilder.com/jobposter/staffing-recruiting/article.aspx?articleid=ATR_0046HIRINGRECRUITERS
http://www.ere.net/2012/07/26/8-skills-recruiters-should-have/
http://recruiterfiles.com/10-traits-of-a-successful-recruiter/