Years ago, our parents and grandparents found stable jobs, worked continuously for twenty or so years and retired at the ripe old age of sixty. Employees simply needed to work diligently and they were assured of keeping their jobs. Meanwhile employers didn't have to worry too much about employee turnover because most of their people were very loyal and stayed with the company during good and bad times long enough.
During that time, it wasn't uncommon for people to work for one company for twenty to thirty-five years. Many have worked for only one to three companies in their lifetime. It was the norm for employers and employees to take care of each other for a very long time. I guess things were simpler then.
But times have change. The business climate is definitely tougher and more competitive now. In the last decade, we've seen more mergers, changes in management, outsourcing and lay-offs from many companies.
Employers are trying their best to survive and gain profit by increasing sales or decreasing expenses. The latter of which seems easier to control. That is why some companies have resorted to outsourcing or even contractual employment. Honestly, it's cheaper with lesser obligations and headaches. However, it has its downside too. If you outsource, you pretty much depend on an outside party. If you offer contractual employment, you'll have to keep on training new hires and make sure that your company's service quality doesn't go down.
On the other hand, employees nowadays are not necessarily loyal for the sake of being loyal to their companies anymore. If a better opportunity comes along, most people nowadays will jump ship with another company. Many professionals move from one company to another in order to increase their salary level. Younger generations, perhaps because they have more options, ultimately work for themselves and use companies as stepping stones for career growth. That is why employee turnover is a lot higher now. Companies invest in training their people and they lose time and money every time an employee resigns.
So job security, in my opinion, for employees and even employers seem to become a greyer area nowadays.
The Labor Code of the Philippines, however, provide protection for both employees and employers. So to a certain extent, your expectations on job security can be based on what the law says.
For instance, in layman's terms, the law secures that any employee cannot be immediately fired on any bosses' whim or unjust cause. Due process on termination must be followed or else the employer can be faced with an expensive lawsuit. The law also differentiates the types of employment that employers and employees can arrange. Regular employees can enjoy more job security over contractual employees. Thus, it is important to choose your type of job wisely.
Another important provision in the labor code specifies exactly situations that are allowed if a company wants to terminate an employee or a group of employees. These include prolonged and contagious illness of an employee, gross violations of company policies, financial losses of the company (this has to be file and proven to DOLE) or business closure.
The Labor Code does have a say on your job security, so does your company policies. These provide a guideline on what your employer can legally do and not do to you. I urge you to read these to know how you can best protect yourself.
So going back to my question... Does job security still exist?
My answer would be, yes, to a certain degree... but I wouldn't count on it as an absolute right. I think it's good to expect the best but plan for the worst when it comes to your career. See, we ultimately have to be responsible for our means of living. Your current job will help you pay for your living and hopefully your family's expenses but nothing lasts forever. Do your best and hold on to your job as long as you can if it is rewarding. On the side, create a safety net in preparation for your retirement whether I comes early or later in life. You have to adapt with the times, be competitive as an individual. Depend on yourself not on others when it comes to your future. Secure yourself.
Showing posts with label Human Resource. Show all posts
Showing posts with label Human Resource. Show all posts
Wednesday, November 16, 2011
Wednesday, September 15, 2010
Best Careers in Human Resources (Part 1)
This is Part One of the Two Part Article that was published in Manila Bulletin sometime July. It discusses career paths of Human Resource Practitioners...
There are two types of jobseekers: Those who know exactly what they want… And those who have no clue on what career to pursue, even after years of studying. If you belong to the first group, good for you! All you have to do is follow the direction that your heart takes you and you’ll be on your way to finding the career that you desire.
But for those who are not sure…those who have not yet zeroed in on a particular career… those who are still searching, don’t worry. Here’s another Career Guide that can help open your mind to more options and opportunities. For this month, I will focus on Best Careers in Human Resources.
A CAREER IN HUMAN RESOURCES
Contrary to popular belief, HR is not just about paperwork and payroll-processing. There are many facets to this exciting career, stimulating issues to challenge your mind, great rewards and benefits.
First, let’s discuss what the requirements are, if you want a career as an HR professional.
In terms of educational requirements, most four-year college degree-holders are sought for HR entry level positions. There is preference for majors of Psychology, Behavioral Science, Organizational Communication, Industrial Relations, Sociology and Humanities, but many companies are quite open to other general courses as well, since there’s really no “College of HR” around at the moment.
In terms of attitude and skills, companies look for people who are good with people---meaning, good communication and interpersonal skills are must-haves if you want to pursue a career in HR. Other wanted skills are organizational skills, records management and leadership.
Many HR practitioners start out as HR assistants and administration officers, learning the ropes along the way and gaining knowledge as they work in this field. They are usually sent by their employers to HR seminars to arm them with the knowledge and skills necessary for the job. Many are trained on different HR functions such as Recruitment & Interviews, Training & Development, Compensation & Benefits, Labor Law, and Employee Discipline.
So if you are a new graduate or if you are thinking of shifting careers, HR is a field that’s quite easy to get into as the requirements for entry level positions are general. HR can be learned either on the job, it will also help if you acquire additional knowledge through HR seminars and books (for more information about courses you can take, you may visit www.businessmaker-academy.com).
HR GENERALISTS & SPECIALISTS
As an HR practitioner, you can either be a generalist or a specialist. There are companies, usually SMEs, who look for generalists---HR people who can do all the functions of HR---sort of like a jack of all trades. But there are also companies, usually those with big and compartmentalized departments who look for specialists---HR positions where the job entails only a single but specialized function (ex. Recruitment Officer, Training Officer, Payroll Officer).
Being a generalist or a specialist has its own advantages and disadvantages. If you are just starting in the field of HR, you may want to experience the different functions of HR to get a feel for the field, to find out where you are best suited and what you like the most.
My suggestion is to learn as much as you can about Human Resources. Get as much experience as you can with the different functions. Then carve out a good stable career for yourself.
HR CAREER PATH
Like all careers, many HR practitioners start off as HR or Administrative assistants. These entry-level positions usually come with entry-level salaries or a little above basic wage.
As you gain experience, your salary and responsibilities rise. After a few years on the job, you may be promoted as an HR supervisor or executive. You may have a generalist or specialist function, depending on the size of your company.
When you’ve got about 5 to 10 years experience, you may become a Manager. That’s where you gain more influence in your company, create programs that affect all employees and you get to work strategically with Top Management. Salaries at the Middle to Top Management levels are usually pretty good, as you are climbing the corporate ladder. Once you’ve proven yourself, gained extensive experience and have stayed with your company long enough, you may reach AVP-VP levels.
BENEFITS OF THE JOB
A career in HR can be very rewarding. The financial rewards will usually commensurate the work that you do, your knowledge and expertise and your position level in the company. But aside from this, there are other perks in being part of HR. Let me share some of them:
Influence on People Matters. As an HR practitioner, you will be in the position to advocate programs that will fill the needs and benefits of all employees in your company. You can directly make a difference in everyone’s lives and work relationships.
In the Know. Since you are the one hiring, processing payroll and promotions, you will be privy to confidential information. This knowledge will allow you to benchmark your own position with that of others and negotiate well for yourself.
Being in the Loop. You will know what’s happening with the company, whether it be events, employee movements and management policies. You may even be tasked to lead most of these matters.
Last Ones To Go. During retrenchments, HR people are usually the last ones who will be let go. This is due to the practical reason that they are needed for the actual retrenchment process.
These are just some of the perks of being in HR. It’s an exciting field because you get to touch people lives directly.
(To be continued. For Part 2, I will discuss the different positions you can try or apply for in the field of Human Resources. Watch out for it on the Jun 13 issue.)
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
There are two types of jobseekers: Those who know exactly what they want… And those who have no clue on what career to pursue, even after years of studying. If you belong to the first group, good for you! All you have to do is follow the direction that your heart takes you and you’ll be on your way to finding the career that you desire.
But for those who are not sure…those who have not yet zeroed in on a particular career… those who are still searching, don’t worry. Here’s another Career Guide that can help open your mind to more options and opportunities. For this month, I will focus on Best Careers in Human Resources.
A CAREER IN HUMAN RESOURCES
Contrary to popular belief, HR is not just about paperwork and payroll-processing. There are many facets to this exciting career, stimulating issues to challenge your mind, great rewards and benefits.
First, let’s discuss what the requirements are, if you want a career as an HR professional.
In terms of educational requirements, most four-year college degree-holders are sought for HR entry level positions. There is preference for majors of Psychology, Behavioral Science, Organizational Communication, Industrial Relations, Sociology and Humanities, but many companies are quite open to other general courses as well, since there’s really no “College of HR” around at the moment.
In terms of attitude and skills, companies look for people who are good with people---meaning, good communication and interpersonal skills are must-haves if you want to pursue a career in HR. Other wanted skills are organizational skills, records management and leadership.
Many HR practitioners start out as HR assistants and administration officers, learning the ropes along the way and gaining knowledge as they work in this field. They are usually sent by their employers to HR seminars to arm them with the knowledge and skills necessary for the job. Many are trained on different HR functions such as Recruitment & Interviews, Training & Development, Compensation & Benefits, Labor Law, and Employee Discipline.
So if you are a new graduate or if you are thinking of shifting careers, HR is a field that’s quite easy to get into as the requirements for entry level positions are general. HR can be learned either on the job, it will also help if you acquire additional knowledge through HR seminars and books (for more information about courses you can take, you may visit www.businessmaker-academy.com).
HR GENERALISTS & SPECIALISTS
As an HR practitioner, you can either be a generalist or a specialist. There are companies, usually SMEs, who look for generalists---HR people who can do all the functions of HR---sort of like a jack of all trades. But there are also companies, usually those with big and compartmentalized departments who look for specialists---HR positions where the job entails only a single but specialized function (ex. Recruitment Officer, Training Officer, Payroll Officer).
Being a generalist or a specialist has its own advantages and disadvantages. If you are just starting in the field of HR, you may want to experience the different functions of HR to get a feel for the field, to find out where you are best suited and what you like the most.
My suggestion is to learn as much as you can about Human Resources. Get as much experience as you can with the different functions. Then carve out a good stable career for yourself.
HR CAREER PATH
Like all careers, many HR practitioners start off as HR or Administrative assistants. These entry-level positions usually come with entry-level salaries or a little above basic wage.
As you gain experience, your salary and responsibilities rise. After a few years on the job, you may be promoted as an HR supervisor or executive. You may have a generalist or specialist function, depending on the size of your company.
When you’ve got about 5 to 10 years experience, you may become a Manager. That’s where you gain more influence in your company, create programs that affect all employees and you get to work strategically with Top Management. Salaries at the Middle to Top Management levels are usually pretty good, as you are climbing the corporate ladder. Once you’ve proven yourself, gained extensive experience and have stayed with your company long enough, you may reach AVP-VP levels.
BENEFITS OF THE JOB
A career in HR can be very rewarding. The financial rewards will usually commensurate the work that you do, your knowledge and expertise and your position level in the company. But aside from this, there are other perks in being part of HR. Let me share some of them:
Influence on People Matters. As an HR practitioner, you will be in the position to advocate programs that will fill the needs and benefits of all employees in your company. You can directly make a difference in everyone’s lives and work relationships.
In the Know. Since you are the one hiring, processing payroll and promotions, you will be privy to confidential information. This knowledge will allow you to benchmark your own position with that of others and negotiate well for yourself.
Being in the Loop. You will know what’s happening with the company, whether it be events, employee movements and management policies. You may even be tasked to lead most of these matters.
Last Ones To Go. During retrenchments, HR people are usually the last ones who will be let go. This is due to the practical reason that they are needed for the actual retrenchment process.
These are just some of the perks of being in HR. It’s an exciting field because you get to touch people lives directly.
(To be continued. For Part 2, I will discuss the different positions you can try or apply for in the field of Human Resources. Watch out for it on the Jun 13 issue.)
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Different Types of Interviews
There are different ways Recruitment Officers interview job applicants. Have you ever experienced any of these? This article was published in my column at Manila Bulletin a few months back in the Job Classifieds Section...
Most of us have experienced one-on-one interviews where the Recruitment Officer asks us a bunch of questions and we do our best to answer them as confidently as we can. But did you know that there are other forms of interviews? Depending on the position you are applying for and your entry level, you might encounter other forms of interviews. Let me share with you some of the most popular types of interviews so that you can come in any interview prepared and you won’t get shocked if all of a sudden, you are asked to do something else other than just answer questions.
ONE-ON-ONE INTERVIEWS
The most common type of job interview, this is usually the format you will encounter during first contact meetings. A Recruitment Officer will conduct testing and interview you as a first step. Once you pass this, you will then be called in for a second interview which is usually conducted by the supervisor or manager you will be working under. Depending on the hiring policy and procedure of the company, you may then be asked for a third interview. Otherwise, if your qualifications are suitable and the supervisor or manager gives the go-signal for hiring, you will be meeting with the Recruitment Officer and be given a job offer. This differs from company to company. Some companies have 2 to 3 series of interviews with different formats, but there have been cases where applicants are hired on the spot by smaller companies where you deal directly with the boss.
PHONE INTERVIEWS
Increasingly becoming popular, phone interviews are done as a screening method before an actual face to face interview. Some Recruitment Officers prefer to ask a few questions right away during the first phonecall, so that they can see if you are applying for the appropriate job and your circumstances will deem you fit for the job. This saves them time and effort. When they see that the basics are covered, they will then schedule a face-to-face interview for you in that same call. Meanwhile, other Recruitment Officers also use this type of interview particularly if they are mass-hiring for back-end types of jobs. It is supposed to eliminate biases as they won’t see immediately your appearance and mannerisms. Phone Interviews are also best for long-distance interviews. Before asking you to travel and spend money to go to their main office, Recruitment Officers will do Phone interviews first for your own benefit.
CAREER FAIR INTERVIEW
Most career fairs are used by companies to collect and gather resumes. However, there are some instances wherein you will be given a chance to undergo a screening interview wherein the HR representative will allot 2-5 minutes for you. If you do well in it, you may be called in for a further, more in-depth interview. Since time is limited, you will have to take care in giving a good first impression. So be sure to dress properly in job fairs, you never know it, you might just get a quick interview right there and then. When you are interviewed here, be sure to smile. Listen attentively and give concise but informative answers. Thank the interviewer for his or her time and before you go, tell the interviewer that you would be available for a more in-depth interview anytime and that you are really interested in their company. Do this confidently and not desperately.
GROUP INTERVIEWS
There are cases when you will be interviewed and tested with two or more other candidates who are all vying for the same position. There could be two reasons for this. First, there’s only one job opening and the interviewer wants to see candidates prove themselves; or Second, there could be several job openings for the same position and the interviewer wants to see how well you can collaborate with other people. Testing your competence for collaboration is usually done in technology industries where employees work in teams to find solutions.
PANEL INTERVIEW
There are also instances wherein you will have to face three or more members of the organization who may consists of the Management Committee or represent different departments that you will be closely working with. This type of interview is usually done in academic institutions or for senior level positions. It is somewhat similar to your college thesis defense. It can be a bit nerve-wracking, so you will need to trust in yourself and believe that you can do it. The reason why this is done is because it saves time and effort for everyone, but more importantly, it also tests your ability to face a group of people, how well you can address their concerns and see if you have grace under pressure.
AUDITION INTERVIEW
For careers that require public speaking such as event hosting and training, or on-cam jobs like acting, singing or entertainment performance, you will most likely have to undergo an Audition Interview or Screen Test. You will be given a series of public-speaking exercises, reading lines and impromptu tests. This is to see how well you are able to communicate with an audience, whether you are prepared or not. You will also be asked questions and it may feel like an interrogation, but it is a necessary part of an Audition Interview. The thing to remember when you are faced with this type of interview is to have fun, enjoy it and bring out the star in you. You are being asked questions because they are interested in how you communicate with an audience or in front of a camera.
These are just some of the types of interviews that we normally use as HR practitioners. In fact, in our Recruitment Seminar, we further examine interview styles and questionnaires so that we find the best person for the job. As a Job Seeker, it is important for you to know what to expect and take time to mentally prepare for these types of interviews since some companies use several of these formats in their Recruitment Process. I hope this helps all of you Job Seekers to prepare for and enjoy your Interview! Good Luck!
About the Author: Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on HUMAN RESOURCE MANAGEMENT such as Recruitment, Training, Compensation and Benefits, Job Evaluation, Labor Law and Employee Discipline. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Most of us have experienced one-on-one interviews where the Recruitment Officer asks us a bunch of questions and we do our best to answer them as confidently as we can. But did you know that there are other forms of interviews? Depending on the position you are applying for and your entry level, you might encounter other forms of interviews. Let me share with you some of the most popular types of interviews so that you can come in any interview prepared and you won’t get shocked if all of a sudden, you are asked to do something else other than just answer questions.
ONE-ON-ONE INTERVIEWS
The most common type of job interview, this is usually the format you will encounter during first contact meetings. A Recruitment Officer will conduct testing and interview you as a first step. Once you pass this, you will then be called in for a second interview which is usually conducted by the supervisor or manager you will be working under. Depending on the hiring policy and procedure of the company, you may then be asked for a third interview. Otherwise, if your qualifications are suitable and the supervisor or manager gives the go-signal for hiring, you will be meeting with the Recruitment Officer and be given a job offer. This differs from company to company. Some companies have 2 to 3 series of interviews with different formats, but there have been cases where applicants are hired on the spot by smaller companies where you deal directly with the boss.
PHONE INTERVIEWS
Increasingly becoming popular, phone interviews are done as a screening method before an actual face to face interview. Some Recruitment Officers prefer to ask a few questions right away during the first phonecall, so that they can see if you are applying for the appropriate job and your circumstances will deem you fit for the job. This saves them time and effort. When they see that the basics are covered, they will then schedule a face-to-face interview for you in that same call. Meanwhile, other Recruitment Officers also use this type of interview particularly if they are mass-hiring for back-end types of jobs. It is supposed to eliminate biases as they won’t see immediately your appearance and mannerisms. Phone Interviews are also best for long-distance interviews. Before asking you to travel and spend money to go to their main office, Recruitment Officers will do Phone interviews first for your own benefit.
CAREER FAIR INTERVIEW
Most career fairs are used by companies to collect and gather resumes. However, there are some instances wherein you will be given a chance to undergo a screening interview wherein the HR representative will allot 2-5 minutes for you. If you do well in it, you may be called in for a further, more in-depth interview. Since time is limited, you will have to take care in giving a good first impression. So be sure to dress properly in job fairs, you never know it, you might just get a quick interview right there and then. When you are interviewed here, be sure to smile. Listen attentively and give concise but informative answers. Thank the interviewer for his or her time and before you go, tell the interviewer that you would be available for a more in-depth interview anytime and that you are really interested in their company. Do this confidently and not desperately.
GROUP INTERVIEWS
There are cases when you will be interviewed and tested with two or more other candidates who are all vying for the same position. There could be two reasons for this. First, there’s only one job opening and the interviewer wants to see candidates prove themselves; or Second, there could be several job openings for the same position and the interviewer wants to see how well you can collaborate with other people. Testing your competence for collaboration is usually done in technology industries where employees work in teams to find solutions.
PANEL INTERVIEW
There are also instances wherein you will have to face three or more members of the organization who may consists of the Management Committee or represent different departments that you will be closely working with. This type of interview is usually done in academic institutions or for senior level positions. It is somewhat similar to your college thesis defense. It can be a bit nerve-wracking, so you will need to trust in yourself and believe that you can do it. The reason why this is done is because it saves time and effort for everyone, but more importantly, it also tests your ability to face a group of people, how well you can address their concerns and see if you have grace under pressure.
AUDITION INTERVIEW
For careers that require public speaking such as event hosting and training, or on-cam jobs like acting, singing or entertainment performance, you will most likely have to undergo an Audition Interview or Screen Test. You will be given a series of public-speaking exercises, reading lines and impromptu tests. This is to see how well you are able to communicate with an audience, whether you are prepared or not. You will also be asked questions and it may feel like an interrogation, but it is a necessary part of an Audition Interview. The thing to remember when you are faced with this type of interview is to have fun, enjoy it and bring out the star in you. You are being asked questions because they are interested in how you communicate with an audience or in front of a camera.
These are just some of the types of interviews that we normally use as HR practitioners. In fact, in our Recruitment Seminar, we further examine interview styles and questionnaires so that we find the best person for the job. As a Job Seeker, it is important for you to know what to expect and take time to mentally prepare for these types of interviews since some companies use several of these formats in their Recruitment Process. I hope this helps all of you Job Seekers to prepare for and enjoy your Interview! Good Luck!
About the Author: Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on HUMAN RESOURCE MANAGEMENT such as Recruitment, Training, Compensation and Benefits, Job Evaluation, Labor Law and Employee Discipline. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
How to Organize Your Job Hunt
For all the jobseekers out there... This article was published in my column at Manila Bulletin a few months back.
One of my favorite questions to ask when I interview job applicants is: “How did you find out about our company?” This innocent question sounds simple enough to answer, but out of the many questions that I ask, this one has allowed me to uncover the qualities and competence of the many people I interview.
Last month, I interviewed a person who was currently working as an English Trainer for a Call Center. I was interviewing him for a Freelance Resource Speaker position in my company. When I asked him how he found out about this job opening, he mentioned that he saw it on the internet and that he went to our website and filled up an online application form. This surprised me a bit, because we do not have a form to fill out in the careers page of our company website--- just an email address where interested applicants can send their resumes.
When I clarified this to him, he realized he was referring to another company and even asked me for the name of my company! I then had to patiently probe, “You do know that the as mentioned by my staff and written in the printed application form that you just filled up minutes ago that I am interviewing you for a Freelance Resource Speaker position, right?” To this, he embarrassedly explained, “Oh, I’m so sorry. I currently work as a night-shift Trainer at a Call Center. And I want to resign from it and get a job as a day-time, full-time teacher.”
Realizing his mistake in going to an interview with a different company and for the wrong position, he politely excused himself.
As for me, I simply had to laugh it all off. Oh well, that’s all part of the interview process---to weed out people who are inappropriate and who do not have the basic competence for the job. You know, those applicants who do not read job ads carefully, those who do not take the time to research about a company they are interviewing with and those who fail to see the big and highly visible signage in front of our reception area. Haha…
And this leads me to the important lesson and tool that I want to share with Job Seekers today. I know that many of you tend to send resumes to several companies. Some even go as far as emailing hundreds and thousands of companies all at the same time. Here is my advice.
Don’t Send Your Resume Indiscriminately to All Companies that You See
This is a sure-fire way for you to waste your time and energy. Instead of sending a generic resume to all companies that you see in the classified ads, determine first what industry and field you want to work for or have experience in.
Read the Job Advertisement Carefully
What is the job scope, responsibilities and qualifications? Do they match your background and experience? Is it full-time work, part-time, freelance? Where is the company located? How far is it from your place and will you be able to handle the commute?
Tailor-fit Your Letter and Resume
Once you have zeroed in on a few companies that are appropriate for you, be sure to tailor-fit your letter or email message, as well as adjust your resume to highlight accomplishments and experiences that you have that the company you are applying for needs.
Research about the Company Before Your Interview
If you get called in for an interview, google the company you are interviewing with and browse through their website the night before the interview. This will allow you to ask intelligent questions and show the recruitment officer that you take your career seriously.
When you get to their office, observe the area. If there are brochures or flyers, read them.
Track Your Job Hunting Activities
With all the resumes that you send out and the interviews that you go through, sometimes it is very difficult to remember names and places. I highly recommend that you start a Job Hunt Journal to help you get organized. Doing so will give you many benefits like:
* Save time, effort and money
* Be organized and efficient
* Avoid applying to the same company twice
* Help you track, follow up and assess your status with the company
* Avoid embarrassing moments like the one I just shared
How to Start Your Job Hunt Journal?
It doesn’t really matter what material you use as long as it works for you. You can use a simple notebook, your daily planner, or a computer software program… But make sure to record important details such as:
* Account name and password for job sites
* Company name & contact details
* Position applied for and date applied
* Copy of Job ads answered
* Date Resume Sent
* Resume and Cover Letter Submitted
* Date of Interview (1st, 2nd, 3rd)
* Interview details (contact person’s name and number, salary range you asked for, etc)
* Actions taken and results
* Follow-up activities
* Comments
Be sure to update this every time you do any job hunting activity. Review this before interviewing with a company or following up your job application as this will save you time and avoid stupid mistakes. Most important of all, you will learn how to be organized and efficient---two important qualities that I and many Business and HR people look for in employees.
About the Author
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management such as Recruitment, Training, Compensation and Benefits, Job Evaluation, Labor Law and Employee Discipline. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
One of my favorite questions to ask when I interview job applicants is: “How did you find out about our company?” This innocent question sounds simple enough to answer, but out of the many questions that I ask, this one has allowed me to uncover the qualities and competence of the many people I interview.
Last month, I interviewed a person who was currently working as an English Trainer for a Call Center. I was interviewing him for a Freelance Resource Speaker position in my company. When I asked him how he found out about this job opening, he mentioned that he saw it on the internet and that he went to our website and filled up an online application form. This surprised me a bit, because we do not have a form to fill out in the careers page of our company website--- just an email address where interested applicants can send their resumes.
When I clarified this to him, he realized he was referring to another company and even asked me for the name of my company! I then had to patiently probe, “You do know that the as mentioned by my staff and written in the printed application form that you just filled up minutes ago that I am interviewing you for a Freelance Resource Speaker position, right?” To this, he embarrassedly explained, “Oh, I’m so sorry. I currently work as a night-shift Trainer at a Call Center. And I want to resign from it and get a job as a day-time, full-time teacher.”
Realizing his mistake in going to an interview with a different company and for the wrong position, he politely excused himself.
As for me, I simply had to laugh it all off. Oh well, that’s all part of the interview process---to weed out people who are inappropriate and who do not have the basic competence for the job. You know, those applicants who do not read job ads carefully, those who do not take the time to research about a company they are interviewing with and those who fail to see the big and highly visible signage in front of our reception area. Haha…
And this leads me to the important lesson and tool that I want to share with Job Seekers today. I know that many of you tend to send resumes to several companies. Some even go as far as emailing hundreds and thousands of companies all at the same time. Here is my advice.
Don’t Send Your Resume Indiscriminately to All Companies that You See
This is a sure-fire way for you to waste your time and energy. Instead of sending a generic resume to all companies that you see in the classified ads, determine first what industry and field you want to work for or have experience in.
Read the Job Advertisement Carefully
What is the job scope, responsibilities and qualifications? Do they match your background and experience? Is it full-time work, part-time, freelance? Where is the company located? How far is it from your place and will you be able to handle the commute?
Tailor-fit Your Letter and Resume
Once you have zeroed in on a few companies that are appropriate for you, be sure to tailor-fit your letter or email message, as well as adjust your resume to highlight accomplishments and experiences that you have that the company you are applying for needs.
Research about the Company Before Your Interview
If you get called in for an interview, google the company you are interviewing with and browse through their website the night before the interview. This will allow you to ask intelligent questions and show the recruitment officer that you take your career seriously.
When you get to their office, observe the area. If there are brochures or flyers, read them.
Track Your Job Hunting Activities
With all the resumes that you send out and the interviews that you go through, sometimes it is very difficult to remember names and places. I highly recommend that you start a Job Hunt Journal to help you get organized. Doing so will give you many benefits like:
* Save time, effort and money
* Be organized and efficient
* Avoid applying to the same company twice
* Help you track, follow up and assess your status with the company
* Avoid embarrassing moments like the one I just shared
How to Start Your Job Hunt Journal?
It doesn’t really matter what material you use as long as it works for you. You can use a simple notebook, your daily planner, or a computer software program… But make sure to record important details such as:
* Account name and password for job sites
* Company name & contact details
* Position applied for and date applied
* Copy of Job ads answered
* Date Resume Sent
* Resume and Cover Letter Submitted
* Date of Interview (1st, 2nd, 3rd)
* Interview details (contact person’s name and number, salary range you asked for, etc)
* Actions taken and results
* Follow-up activities
* Comments
Be sure to update this every time you do any job hunting activity. Review this before interviewing with a company or following up your job application as this will save you time and avoid stupid mistakes. Most important of all, you will learn how to be organized and efficient---two important qualities that I and many Business and HR people look for in employees.
About the Author
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management such as Recruitment, Training, Compensation and Benefits, Job Evaluation, Labor Law and Employee Discipline. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Befriending HR
A tribute to all the HR practitioners who tirelessly take care of their people. Published in my column in Manila Bulletin a few months back.
Before I got involved with the fascinating world of Human Resource Development, I used to think of HR as simply a department that monitored my attendance, processed some paperwork, handed out my pay-slip and organized the once-a-year sports fest.
But after learning the ins and outs of HR in the process of professionalizing our company structure some years back, I witnessed firsthand its critical impact on companies and people. I got a glimpse of how good HR practices can significantly make employees happier and how it can give harmony to the workplace. This prompted me to seek out and learn with other HR practitioners. It made me appreciate what HR is all about.
You see, HR is a major part of everyone’s work-life. Whether you are job seeking, already employed, moving up the ranks or moving on, you will encounter and need the assistance of the Human Resource Department.
For many jobseekers, the HR professional or Recruitment officer is the gateway to getting employed in a company. In a way, we hold the power to getting you through the door as we are the ones who filter resumes, set interviews and process hiring. We also are the ones who will orient you and help you get settled in as soon as you get hired.
Once employed, the HR department overseas many other functions. Yes, we monitor your attendance in order to process your pay slip. We do the paperwork and documentation needed by the company and we organize employee events and teambuilding activities.
But that’s not all that we do, HR also plans, seeks approval and organizes training development programs. We propose and manage benefits and everyone’s favorite leaves. We monitor performance so that deserving employees get promoted. We even pick out uniforms to make you look cool and chic (or otherwise, depending on our taste). We make sure that policies are followed so that the workplace can run smoother. We also have to do the difficult task of disciplining and apprehending violators of company policies and carry out the emotionally-driven episodes of resignations and terminations---it’s a tough job but somebody has to do it.
With all the HR tasks at hand, one would think that HR professionals have super human abilities to make all of these happen. But to be honest, we are more like supermoms---normal people who have to juggle and work very hard to make the people we are caring for, happy and satisfied.
And like supermoms, things can get overwhelming since many HR departments have minimal staff. Yet, HR people work very hard to do all of these things because we know that it will help the company and employees. We know that we have to take care of these necessities for you, so that you can go out there, face the world and focus on your work. And that at the end of the day, you will feel secure knowing that your benefits are processed so that you can take care of your families back home.
After doing all of these things though, many HR practitioners feel unappreciated and unrecognized. During HR Club Philippines’ regular meet ups and the HR seminars that we conduct at Businessmaker Academy, participants would often share issues and difficulties in getting support for their initiatives from both management and even employees.
For instance, after going through hundreds of resumes, conducting interviews and finally hiring and orienting a new employee for a certain position, their heart would break when after just a few months, the employee decides to leave.
Or after toiling for hours to prepare a Performance Appraisal Form, they would get frustrated because some managers would take forever to answer and submit these.
Or after going through hoops to get management to approve and provide budget for training, there are some employees who act lazy and unenthusiastic about the training.
These are just some of the many heart aches of many HR practitioners and that is the reason why we established HR Club Philippines. Aside from providing HR education, we wanted to provide a support-group for HR practitioners. As one member dramatically pointed out, “Araw-araw, kailangan natin alagaan ang mga empleyado natin, pero paano naman kami, sino ang mag-aalaga sa amin?” (Everyday, we need to take care of our employees, but what about us? Who will take care of us?)
And so, I am here writing some insights about our “dakilang” HR people (dedicated HR people). I’m here to tell jobseekers, employees and employers that the HR people we rely on to make our work-life happier and more rewarding need a boost too. Just like everyone, HR people need to feel inspired to continue doing what they do. They need to feel appreciated and recognized for their hard work.
The best way to do this is very simple. All that’s needed are words of encouragement or some deed that says “Thank You”.
Since HR people pretty much assist and have an influence in getting you hired, getting you acquainted with the company, developing you, managing your compensation and benefits and overseeing your career growth, it would be great to show HR that you care too and that you appreciate them. So befriend your HR---it’s the wise and right thing to do.
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Business Management, Human Resource, Sales and Marketing Courses. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Before I got involved with the fascinating world of Human Resource Development, I used to think of HR as simply a department that monitored my attendance, processed some paperwork, handed out my pay-slip and organized the once-a-year sports fest.
But after learning the ins and outs of HR in the process of professionalizing our company structure some years back, I witnessed firsthand its critical impact on companies and people. I got a glimpse of how good HR practices can significantly make employees happier and how it can give harmony to the workplace. This prompted me to seek out and learn with other HR practitioners. It made me appreciate what HR is all about.
You see, HR is a major part of everyone’s work-life. Whether you are job seeking, already employed, moving up the ranks or moving on, you will encounter and need the assistance of the Human Resource Department.
For many jobseekers, the HR professional or Recruitment officer is the gateway to getting employed in a company. In a way, we hold the power to getting you through the door as we are the ones who filter resumes, set interviews and process hiring. We also are the ones who will orient you and help you get settled in as soon as you get hired.
Once employed, the HR department overseas many other functions. Yes, we monitor your attendance in order to process your pay slip. We do the paperwork and documentation needed by the company and we organize employee events and teambuilding activities.
But that’s not all that we do, HR also plans, seeks approval and organizes training development programs. We propose and manage benefits and everyone’s favorite leaves. We monitor performance so that deserving employees get promoted. We even pick out uniforms to make you look cool and chic (or otherwise, depending on our taste). We make sure that policies are followed so that the workplace can run smoother. We also have to do the difficult task of disciplining and apprehending violators of company policies and carry out the emotionally-driven episodes of resignations and terminations---it’s a tough job but somebody has to do it.
With all the HR tasks at hand, one would think that HR professionals have super human abilities to make all of these happen. But to be honest, we are more like supermoms---normal people who have to juggle and work very hard to make the people we are caring for, happy and satisfied.
And like supermoms, things can get overwhelming since many HR departments have minimal staff. Yet, HR people work very hard to do all of these things because we know that it will help the company and employees. We know that we have to take care of these necessities for you, so that you can go out there, face the world and focus on your work. And that at the end of the day, you will feel secure knowing that your benefits are processed so that you can take care of your families back home.
After doing all of these things though, many HR practitioners feel unappreciated and unrecognized. During HR Club Philippines’ regular meet ups and the HR seminars that we conduct at Businessmaker Academy, participants would often share issues and difficulties in getting support for their initiatives from both management and even employees.
For instance, after going through hundreds of resumes, conducting interviews and finally hiring and orienting a new employee for a certain position, their heart would break when after just a few months, the employee decides to leave.
Or after toiling for hours to prepare a Performance Appraisal Form, they would get frustrated because some managers would take forever to answer and submit these.
Or after going through hoops to get management to approve and provide budget for training, there are some employees who act lazy and unenthusiastic about the training.
These are just some of the many heart aches of many HR practitioners and that is the reason why we established HR Club Philippines. Aside from providing HR education, we wanted to provide a support-group for HR practitioners. As one member dramatically pointed out, “Araw-araw, kailangan natin alagaan ang mga empleyado natin, pero paano naman kami, sino ang mag-aalaga sa amin?” (Everyday, we need to take care of our employees, but what about us? Who will take care of us?)
And so, I am here writing some insights about our “dakilang” HR people (dedicated HR people). I’m here to tell jobseekers, employees and employers that the HR people we rely on to make our work-life happier and more rewarding need a boost too. Just like everyone, HR people need to feel inspired to continue doing what they do. They need to feel appreciated and recognized for their hard work.
The best way to do this is very simple. All that’s needed are words of encouragement or some deed that says “Thank You”.
Since HR people pretty much assist and have an influence in getting you hired, getting you acquainted with the company, developing you, managing your compensation and benefits and overseeing your career growth, it would be great to show HR that you care too and that you appreciate them. So befriend your HR---it’s the wise and right thing to do.
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Business Management, Human Resource, Sales and Marketing Courses. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
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