Thursday, March 1, 2012
8 Qualities of Star Employees,
Upcoming Hiring Conferences,
Recruiting Generation Y,
Meet Our Candidates,
Biggest Staffing Challenges,
National Distinguished Candidate Conference,
According to Our Clients,
Connect With Orion
8 Qualities of Star Employees
All employers can agree on the elements and characteristics of what makes a good employee – responsible, diligent, self-starter, etc., but what turns a “good” employee into a “great” employee? Inc. Magazine offers a list of eight qualities that make a truly noteworthy employee.
1. They ignore job descriptions. Most significant in a smaller organization, the remarkable employee adapts quickly to changing positions, and will do whatever is necessary to ensure the job is finished, even if it is not in their “job title.”
2. They’re eccentric. People with unusual personalities shift a very vanilla group into one worth noting. Their quirks and oddities help them to naturally think outside the box, often coming up with the best ideas.
3. But they know when it dial it back. An eccentric personality knows when to reign in their unusual qualities, especially when a situation becomes stressful. A notable employee strikes the perfect balance between being serious and when to joke.
4. They publicly praise. Praise from a fellow coworker can sometimes feel even more rewarding than a boss’s approval. A remarkable employee recognizes the efforts and input of others, especially in a group setting.
5. They privately complain. Noteworthy employees come to you in private with delicate issues, rather than disrupting a group setting.
6. They speak when others won’t. A notable employee senses the issues that others are either afraid or unwilling to address, and will step up and ask questions and raise awareness when others are reluctant.
7. They like to prove others wrong. This type of self-motivation drives a remarkable employee to do more than just a “good job,” usually stemming from a deeper, more personal level.
8. They’re always fiddling. A great employee is rarely satisfied, and is constantly finding new ways to make a project or process even better, regardless of whether it is expected of them or not.
Remarkable employees can have a positive impact not only on other coworkers, but also on your company as a whole. Look for these successful qualities and behaviors in your future job seekers.
Upcoming Hiring Conferences
Baltimore, MD (DCC)
Norfolk, VA (Technicians seeking Midwest positions)
Dallas, TX (DCC)
San Diego, CA
San Diego, CA
Recruiting Generation Y
It is difficult to ask the right questions when interviewing with a recent graduate or an entry-level job seeker. In his book, Hiring the Best: A Manager’s Guide to Recruitment and Selection, Martin Yate gives some tips on obtaining the right information from a novice.
Yate highlights three major job skills that are used in most entry-level positions – time management and organization, problem-solving skills, and communication skills. He offers up some questions for study, such as: “Tell me how you organize your day,” “What were some typical problems you experienced in that job,” and “What platforms are you familiar with in addition to Facebook and Twitter?” These questions, tailored for the recent graduate and/or entry-level worker, give you the answers you are looking for while also helping the job seeker beginner answer the questions with confidence.
When assessing soft skills, Yates recommends asking questions pertaining to professors, such as “What would your favorite professor say about you?” and “What would your least favorite professor say about you?” These questions help reveal how they will relate to authority in the workplace while also giving you a glimpse of their worldview.
Lastly, explore what motivates your job seeker by asking questions about their outside activities, such as “What did you enjoy doing most at college?” “When you’re not working, what do you enjoy doing?” Move from these general questions into more company-related queries, such as “What do you know about this job? What would you like to know about this job?” These answers will reveal the applicant’s values and desire to making a contribution.
The most important thing to remember when coming across an entry-level candidate is making sure that they are a good fit, not only for the job but also for your company. Helping them understand the responsibilities of the role you are hiring for by asking them to do a job shadow, for example, is a good way to see if the Generation Y candidate is right for the job.
Click here for full article.
Meet Our Candidates
The battle for talent in the workplace can be fierce. It doesn't have to be if you know where to look. Below is a preview of actual Orion International candidates and the valuable skills and experience they possess.
Nuclear Engineering Laboratory Technician View Resume
Electronics Supervisor and Technician View Resume
Navy Engineman View Resume
Nuclear Reactor/Operator/Maintenance Supervisor View Resume
Air Force Officer Completing Master's Degree in IT View Resume
Operations Officer; USMA Graduate with MA Degree View Resume
Camp Commander View Resume
Nuclear Submarine Officer with MS in Engineering Management View Resume
Biggest Staffing Challenges
What is your biggest staffing challenge? A recent survey conducted by CareerBuilder revealed that 43 percent of hiring managers and human resource professionals are concerned that top workers will leave their companies this year.
The survey of over 3,000 hiring managers and human resource professionals nationwide also revealed that 34 percent of managers saw a rise in voluntary turnover (workers leaving organizations for other opportunities) last year, with hiring managers in information technology, financial services, manufacturing and health care industries feeling the dip in retention rates the most.
According to the survey, some of the biggest challenges in staffing this year are:
• Being able to retain top talent (35 percent)
• Being able to provide competitive compensation (35 percent)
• Worker burnout (32 percent)
• Maintaining productivity levels (29 percent)
• Being able to provide upward mobility (26 percent)
• Can’t find high-skilled applicants (24 percent)
• Don’t have the budget to recruit (13 percent)
To counteract these issues, CareerBuilder conducted a survey of more than 7,700 workers to weigh in, helping employers to gain some insight on these challenges. Most workers named longevity/stability, good work culture, and career advancement opportunities as all being good ways to gain retention and also attract new employees.
While your company may already provide employees with this type of work environment, one of the most important factors to offset these growing staffing obstacles is good communication between employer and employees.
Click here for original article.
National Distinguished Candidate Conference
Mark your calendar for our upcoming National Distinguished Candidate Conference
The Distinguished Candidate Conference, unlike any other Military Hiring Conference of the year, brings you the very best Military Officer candidates that we have identified throughout the past year. We invite only the top 10% of Officers within our candidate pool, and you will not find this quality of candidate at any other hiring event.
The results of our last Distinguished Candidate Conference speak for themselves –
• More than 60% of attending companies choose to pursue 4 or more of the candidates interviewed
• 96% selected at least one candidate for a final interview
• According to a client that hired 50% of the JMOs they interviewed:
"Our experience at Orion's Distinguished Candidate Conference was a great success. The candidates were of the highest caliber and extremely well matched for our Leadership Development Program. This event enabled us to hire 5 outstanding JMOs very efficiently, saving weeks of time. I look forward to seeing the impact these new leaders will have on my organization."
Learn more about our Distinguished Candidate Conferences and discover for yourself the impact a Military Officer can have on your organization.
According to Our Clients
Connect With Orion
Did you know that there are three ways to connect with Orion and learn how veterans impact the civilian workforce?
• You can follow Orion on Twitter (@hirevets) to receive updates about Orion, learn about upcoming hiring events, and find links to articles of interest.
• Secondly, you can join our LinkedIn group for employers, Hire a Hero, Hire a Vet® This group is a great way to show your support of veterans in the civilian workforce.
• Finally, read our blog, Hire a Hero, Hire a Vet®. This blog covers everything from veterans in the news to general employer-employee relations. Check it out!