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Oct 14 2018

Q&A With Dr. Helen – What You Need To Know About Reference Checks

reference checks are now easier because of technologyQ1: In 2015 you wrote a blog article that asked if reference checks were worthwhile. The short answer was a definite yes.  Is this still true 3 years later despite the growing reliance on online job applications and electronic/social networking?

A: In many respects, I believe that a reference from a previous employer is even more important and more relevant than ever because so much of the hiring process is online and impersonal.

With screening being done by software and face-to-face job interviews being replaced by video calls to expedite hiring in large organizations, employers are relying on online information from applicants more than ever before. In my opinion, this makes it more likely that important information is overlooked. This mostly digital approach can be problematic for multiple reasons.

 

male job applicant confident that interview and reference check went wellQ2:  You don’t strike me as old-fashioned or anti-technology. Can you list a few problems associated with this modern approach?

A: Thank you! I’m often an early adopter and a big proponent of the smart use of technology. When hiring moves (mostly) online, depending on how it’s implemented, many mistakes are possible.

For starters, a job applicant can easily exaggerate their previous work roles or overstate their education or professional credentials on an online screening questionnaire. If an employer has appropriate ways to validate and confirm this information, then it’s fine. When, however, the employer has no reliable way to confirm this information, it’s a slippery slope downward.  A well-structured reference check (including a background check) is an excellent way to verify and clarify information provided by the most promising job applicants.

It is increasingly difficult to stand out when applying for a job online. This is especially true for qualified but humble applicants. So, a solid job reference from a previous employer is a great way for a candidate’s past accomplishments to shine through and help distinguish between candidates who are good self-promoters and candidates who are good workers.

Q3: It appears that most experienced managers/employers understand the benefits of doing a thorough reference check before hiring a candidate. Do you find job applicants are less enthusiastic about this process?

A: On the surface, and to outsiders, it looks as though most managers and employers understand the importance of a reference check. One problem that I see far too often is that they consider the reference check to be a mere formality. It’s a quick phone call that they make so that they can basically ‘check the box’ that they’ve done a reference check. In my opinion, this is a missed opportunity to collect and confirm some important information from two or three people who should have good familiarity with the job applicant’s work ethic, reliability, and abilities.

Employers and hiring managers aren’t the only ones who ‘go through the motions’ when it comes to reference checks. I’ve heard clients express their frustration, and even anxiety with having to provide additional information after submitting a well-crafted cover letter, a detailed resume, and participating in a preliminary and other ‘real’ interviews. In most organizations, there are good reasons to consider a potential employee’s past, to confirm their skills, experience, and knowledge – and also how they apply those skills and knowledge (i.e., their soft skills). The best reference checks prevent the company from hiring someone who is incompetent or a bad fit for the role and the work environment. Depending on the industry, the reference check can also help to protect the business from security breaches (including cybercrimes) caused by insider threats.

I can appreciate that most job applicants don’t want to jump through unnecessary hoops to land a job. But, for the better jobs, being asked for references should be taken as a sign that the employer knows what they’re doing and doesn’t hire everybody who applies and says some of the right things during an interview.

Q4: In your experience, should an applicant provide their work references upfront, (such as attach them to the resume) or should they wait to be asked. Is there any harm in either?

A: From what I’ve seen first-hand, going back almost 20 years, references are only checked for the most promising job applicants – near the end of the hiring process. A decent reference check takes time to complete so it does not make sense to invest the time that’s required to do a thorough one until you’re prepared to make an offer.

Unless you’re asked for the names and contact information for references up front, I think it’s better to provide them when you’re asked for them.

 

 

Q5: Going back to some job applicants feeling hassled or reluctant to provide a reference from a superior, isn’t it possible that they may have good reason not to? For instance, if their last place of employment was toxic? What if their boss was harassing them, or their manager just didn’t like them? Similarly, what if they don’t want their current employer to know they are planning to leave? 

A: These are such important questions and the answers aren’t black and white. Since there’s so much nuance to this question, and potentially so much at stake, I’ve included several clickable links so that you can drill down to get more information that’s most relevant to your circumstances. When you’ve been made the scapegoat or harassed orbullied at work, it really won’t feel good to ask the ‘offender’ to be a good, reliable reference. In many cases, you probably shouldn’t count on an honest (and positive) testimonial of your value as an employee.

If you’re stuck and/or have questions about who to list as a reference – or you want to make better use of reference checks when hiring new staff, I invite you to contact me by email, free 15-minute phone consultation, or via direct message on Twitter, Facebook, or LinkedIn.

More than career coaching, it’s career psychology®.

I/O Advisory Services – Building Resilient Careers and Organizations.

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Written by Dwania Peele · Categorized: Dr. Helen Ofosu · Tagged: hiring, HR, job, reference check, work references

May 13 2017

Right Placement – An Alternative To Outplacement

Right-Placement vs. Outplacement. What’s the right choice? There are several types of placement services that I offer to companies. Right-Placement – makes sure an employee is in a role where they are effective, motivated and high-performing. Outplacement – helps an employee who has already left a company to prepare for their next job, wherever that may be. Both of these types of placements have their time, value and benefit. Let’s take a look at what they are all about.

Outplacement – The Basics

If you’ve seen movies like The Company Men (2010, starring Ben Affleck, Kevin Costner, and Tommy Lee Jones) or you’re up on human resources (HR) services then you may be familiar with a service called Outplacement. Just to make sure we’re on the same page, Outplacement, is career coaching and related help that helps someone who has been released from their current job find suitable new employment.

Here are outplacement’s key features:

  • The former employer pays for the service
  • Should help identify other suitable jobs and/or career paths
  • Can include help with resumes, cover letters, and help improve a client’s online presence
  • May also include strategies and tactics to help the affected employee gain access to employment opportunities through networking and outreach
  • Should help the affected employee prepare for job interviews

Outplacement is one of my core services that integrates the HR and Career Coaching aspects of my consulting practice in a unique way. On the HR side, my practice deals with the delicate circumstances when an employee is no longer in the right role.  They should transition into a different role within the organization or at another workplace. On the Career Coaching side, my practice incorporates elements of career management for the affected employee.

Now There’s “Right-Placement”

My Career Coaching services are, on occasion, made available to employees at the employers’ expense. Forward-thinking employers recognize that training resources should be set aside for Executive Coaching for members of the C-suite and for Career Coaching for non-executive employees. Typically, two types of employees have made use of this employer-supplied Career Coaching: top performers and employees who underperform and/or are unhappy.

What has been fascinating is that these employees who underperform found more suitable niches where they could thrive and make meaningful contributions. The magic is that these employees moved on without being terminated and without triggering an expensive severance package. Basically, I’ve created a cheaper, happier alternative to firing an employee who was no longer a great fit for his/her previous role.

An excellent professional development coach can help these types of employees find and flourish in different roles. So instead of a negative, costly firing process, businesses use my Career Coaching services when a problem with an employee’s “fit” within the organization becomes obvious. This course of action is like outplacement since the employer pays for it and the end result is that the employee ends up in the right new role – it’sRight-Placement!

What Makes Right-Placement So Effective?

This form of Career Coaching helps “stuck” employees identify their career strengths, ideal roles and land a new job. It may only take an employee 20 hours (or less) for this transition to happen. Plus, it is a happy, voluntary and far less costly process than to wait until the only option is to fire someone and pay them severance. There’s no comparison between paying for 20 hours of support versus paying for months of an employee’s salary plus possible legal fees (if things go sideways).

  • Often, outplacement amounts to liberal access to a collection of online videos, webinars, and PDFs with up to an hour or two of contact with an Outplacement Advisor — it’s  “self-serve” and generic.Part of why Right-Placement by I/O Advisory Services works so well is because the approach is different from approaches used by others. For instance:
  • As a business model, this is smart for the service provider because once the generic materials have been developed, they are “evergreen” and they can be re-sold again and again.
  • For clients who need to move on to another job before they are released, it’s probably inadequate support to get from their current position to one that fits them better.

If your organization would benefit from access to Right-Placement due to an employee(s) poor fit within their role, or if you anticipate restructuring or downsizing, please contact me by email, phone, or via direct message on Twitter, Facebook, or LinkedIn. I’m happy to discuss the right choice for your organization.

More than career coaching, it’s career psychology®.

I/O Advisory Services – Building Resilient Careers.

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Written by Dwania Peele · Categorized: Dr. Helen Ofosu · Tagged: employee, employer, job, outplacement, placement

Sep 15 2015

5 Things I Wish I Knew When I was Younger

sandra

I’m organizing a job fair in the fall and one of my goals is to help high school students explore their career options beyond the traditional professions. Since this idea has been kicking around in my head, I’ve been thinking about what I wished I’d known a few years ago (ahem), when I was in high school 🙂

  1. Entrepreneurship is an option

Maybe times have changed, but I don’t remember much conversation about entrepreneurship as an option when I was in high school. It’s possible that I was just talking to the wrong people. Career day never had someone who owned their own business. I know that the Richard Branson’s and Bill Gates’ of the world aren’t the norm, but wouldn’t it be great to light the fire of entrepreneurship at an early age?

  1. A degree doesn’t guarantee a job, never mind a high paying one

While I was in high school, I had a standing summer job at my mom’s warehouse. I started there making $8 an hour, working 40 hours a week. Not bad for a 15 year old! By the time I left there I was making about $16 an hour. Imagine my horror and dismay when my first job after graduation paid me $10 an hour! Sure, I wasn’t lifting heavy boxes and wearing steel toed boots, but it was still a letdown. Even my parents couldn’t believe that my education didn’t command higher pay.

  1. You don’t have to figure it all out now

I don’t know about you, but what I wanted to be when I grew up isn’t what I want to be now! Before becoming an entrepreneur, I averaged three years at any job. How can you possibly know what you want to do when there’s no way you’re aware of all the options, especially at the age of 17 or 18? I used to roll my eyes at people who needed to take a year off to “find themselves”, but now I totally get it!

  1. Follow your passion and the money will come

I used to think that there was no way that you could do something you love and get paid well for it. My father was a truck mechanic and loved his job. I believed that he was the exception to the rule. When you so many people working jobs that brings them no joy, you begin to believe that’s just the way things are. When you love what you do, you’ll spend the hours needed to master your craft, whatever it is. It’s not easy to commit to something that you’re not passionate about.

  1. The concept of “work smarter not harder”

There was a time when I was working a full time job and a part time job. I remember being on a flight to Las Vegas for work and chatting with the couple I was sitting next to. I was talking about my lack of time for fun when the wife told me that I had to learn how to work smarter, not harder. It was the first time I had heard that, and I thought she was crazy. I totally get it now and no longer believe I have to exchange my time for money, as an employee or a business owner. There are only so many hours in a day and I don’t know about you, but working 24/7 doesn’t sound appealing to me!

What advice would you give students graduating from high school? What words of wisdom would you share with your younger self if you could? I’d love to hear your thoughts!

Sandra Dawes is a certified life coach specializing in helping women who feel unfulfilled with their 9-5 follow their dreams and pursue their passions. She holds an Honours BA, an MBA as well as a certificate in Dispute Resolution.She has completed her first book,Embrace Your Destiny: 12 Steps to Living the Life You Deserve!

Connect:

www.embraceyourdestiny.ca

www.facebook.com/embraceyourdestiny

www.facebook.com/embraceyourdestinythebook

www.twitter.com/sandradawes

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Written by Dwania Peele · Categorized: Sandra Dawes · Tagged: Bill Gates, business, Canadian Small Business Women, career options, degree, Embrace Your Destiny, entrepreneur, figure it out, high school, job, job fair, Las Vegas, money, Passion, Richard Branson, Sandra Dawes, students, traditional professions, work smarter not harder

Sep 29 2014

How To Push Past Difficult Situations

yvonne

How do you push past difficult situations in your job, business, or life? Are you trying start or grow your business with no luck? In this video, I’ll share with you my tips on what you need to do if you are going through challenges in your business, career, or life even if you have been putting in the effort.

 

Yvonne is a Change Consultant, Speaker & John Maxwell Leadership Coach who is passionate about working with Individuals, Entrepreneurs and Organisations to implement change, drive results and achieve their goals.   She can be reached at:www.oliveblue.com . www.facebook.com/oliveblueinc . www.twitter.com/oliveblueinc .www.youtube.com/ChangeYouWantTV

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Written by Dwania Peele · Categorized: Yvonne Ruke Akpoveta · Tagged: business, business development, Business Woman, Canadian Small Business Women, career, Change Consulant, coaching, difficult situations, entrepreneur, job, John Maxwell, life, OliveBlue Inc, small business, small business development, small business owners, Video, Yvonne Ruke Akpoveta

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