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The Art of Delegation: Why You Should Place Your Trust in Your Employees

ACCENT' Blogger — Tue, 06 Oct 2015 12:56:19 +0000

If you

The post The Art of Delegation: Why You Should Place Your Trust in Your Employees first appeared on Accent' Hiring Group.

Resume Template: Standard Subheadings

admin — Tue, 19 Nov 2013 17:37:12 +0000

The subheadings and subsections you use to establish the basic framework of your resume will vary slightly depending on your industry and your experience level. But the reason resumes work well as a hiring device lies in their general consistency

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Social Media for Your Job Search | A Great Tool

admin — Tue, 16 Apr 2013 10:41:30 +0000

Mentions of social media often make people cringe: they are thinking of a tidal wave of memes, games, blog posts and photos. You may be reluctant to associate a serious job search with websites such as Facebook or Twitter, leaving your interactions to remain stagnant, relegated to merely setting up a LinkedIn profile. However, social media sites are tools that you must learn to use to your advantage if you want to get ahead in your job search.

First, try finding a few job listings that interest you. Then head over to the Facebook pages of the companies you think may be a good fit. Check out the pages and

The post Social Media for Your Job Search | A Great Tool first appeared on Accent' Hiring Group.

Hiring Strategy Tips

admin — Tue, 04 Dec 2012 19:00:08 +0000

Hiring can become an auto-piloted process, as with any task that must be repeated with any frequency. However, the secret to exceptional hiring is in remembering. If you can remember–and be strategically mindful of– who your applicants are, who your staff is, what your company is and to evaluate after a trial period, your hiring strategy can be enhanced dramatically.

1. Remember who your applicant is. Write your job description accordingly, and with a purpose. Recall what your eleventh grade English teacher told you: write for your intended audience. Engage the people you want to work for you, and you will receive a proportionate number of driven, engaging applicants. Use language that precisely exemplifies your company and its company culture. Being clear will also eliminate ambiguity, which is a contributing factor to job performance that employers feel is sub par. When applicants (and later, employees) are unsure of what is expected of them, they cannot perform at peak level.

2. Remember what your company is, and what it stands for. During the hiring process, align your values and your expectations. For example, if you are a company that prides itself in creative problem solving, it would not be wise to penalize an applicant who takes a creative approach in solving a hypothetical work problem, nor would it behoove you to select applicants who show exceedingly linear and concrete thinking throughout your time with them.

3. Remember who your staff is. Take under consideration the current climate of your

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