Be ready for 2015!
As we get closer to closing off the 2014 year, I thought it would be fitting to take a look at the top HR implementation trends for 2014. This list was crafted by McLean and Company and just released for review. Take a look at the top HR trends that were implemented by companies across the world this past year in order of popularity:
Social media for recruiting
Communicating total rewards
Enabling internal mobility
Creating a diverse culture
Managing health care costs
360 feedback for development
Employee well-being programs
Sourcing passive candidates
Frequent engagement surveys
Improving the candidate experience
Including leadership competencies
Conducting stay interviews
High potential employee programs
In this day and age, employers have to very much keep in tune with the trends in HR in order to be able to continue to attract and retain quality employees. It is getting harder and harder to do so, so we need to become smarter at how we stay competitive with our methods! Take a look at the above list. How many of these items could you confidently say are in place in your workplace? How many are on the list for 2015?
Solid leadership and a growing business depends on good people. I highly suggest you take a good look at this list and look at implementing strategies around these areas to stay competitive and to be able to attract and keep the talent you are looking for. Of course…if you ever need a hand…you know where we are!
How to address the Gap!
I received a question recently from one of my resume clients about what to do to help cover the “gap” between jobs on a resume. If the gap was due to the fact that you went back to school or were on a maternity/paternity/parental leave, than it becomes easier to address, however if it was due to the fact that you had been terminated, you left a job or something else that you would rather not have to get into…then there are some things I would recommend.
- Consider a functional resume rather than a chronological resume – this means that instead of listing all your areas of employment with the dates associated and the duties immediately following…pick your top 3 or 4 skills that relate to the job you are looking for and then note all the experience you have under those categories. Move your job title, company and dates to the end of the resume so it isn’t as noticeable. This way your skills are highlighted not the gap in your employment.
- When gaps get addressed during an interview, quite often it helps if you are able to say that you took additional courses, upgraded some skills or volunteered in the field while you were seeking employment (if indeed this is the case).
- If you didn’t take courses or do anything to continue to enhance your skill set, then you may want to respond that you were interviewing and looking for the best fit for your background and future goals as you felt this was the best approach for you and the potential employer. And, this has required time.
- Be honest. I have had job seekers say that they took a leave of absence to deal with a personal matter that has now been fully addressed and that they are now seeking to get back into the workforce.
Consider the above, it can be tough, but look for ways to be truthful but to the extent where you don’t have to reveal things that you don’t wish to reveal.