Day: March 28, 2020

THE KEY TO MANAGING PEOPLE YOU DON\’T LIKE

When you get promoted to a managerial position, you don\’t automatically gain managerial skills that allow you to easily treat people fairly. You\’re still the same person you were the day before, and let\’s face that—that probably means you don\’t like everyone equally.
In fact, you may have direct reports that you really can\’t stand. How are you supposed to treat those people fairly when everything they do makes you cringe? How can you ensure you aren\’t playing favorites because you really do like other people better? It\’s not easy, but there is one key thing to do: Take a step back.
Personalities can often get in the way of evaluating someone purely based on talent. It\’s in our nature to think someone with whom you have a great rapport is doing a better job than someone who grates on you. But stepping back will help you to avoid this problem.

Make Evaluations Based on Results

When you step back, you make evaluations based on results instead of face-to-face interactions. Look at the numbers. Did Bob really handle clients better than Steve? Who has gotten more sales? Who has resolved more issues? It may mean asking someone else to look at work products to help you evaluate your employees\’ abilities more objectively.
Doing these things can help you take the personality out of your assessments, and assign work fairly. If someone complains that you are treating some people better than others, take it seriously. You may be. This person may be a whiner and a slacker but they might not be, and you need to evaluate that. Stepping back from the situation can help you determine that.

Get to the Root of Your Feelings

One thing that can help you clear your head is figuring out why you dislike this person. It could be strictly a personality thing, and it could be that your subconscious is picking up on habits that will negatively affect their career. So, take the time to sit down and figure out what bothers you.
If it\’s that you don\’t care for their sense of humor, but they aren\’t necessarily rude or inappropriate, then you need just to let it go. But if you don\’t care for their humor because the jokes actually are inappropriate, that\’s something you should address. \”Bob, your jokes push the limit of appropriateness for the office. I need you to stop telling race or gender-based jokes. Can you do that for me?\”
If it\’s that the person seems bossy, what makes the person seem that way? Is it that Sally cuts people off in meetings? Takes credit for things she didn\’t do? Again, if you figure out that\’s what causing your unkind feelings, you can address that with her.

Consider That You May Be the Problem

But, here\’s a caution: The problem may be you. You may not like Sally because she\’s smarter than you are. Don\’t punish her for that. You may not like Bob because he\’s a conservative and you\’re a liberal. As long as you\’re not an office manager for a senator, that doesn\’t matter. Just focus on the work.
Remember, your goal at work isn\’t to make friends, but to accomplish things. Step back from your own emotions, and you\’ll find that to be easier than you once thought.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Beginning a Career in Human Resources

When you enroll in the AAS in Human Resources program at Bryant & Stratton College, you’re taking an important step towards an exciting and versatile human resources career. Immediately after graduation from our program, students are eligible to apply for a variety of entry level HR positions, and are well on their way towards higher earnings and career advancement.
The first thing you want to do is learn a little more about the types of careers available as a new HR professional. Some of the jobs you will be qualified for include:
  • Human Resources Assistant – HR assistants work directly with their HR managers creating and managing confidential employee records. They are responsible for tracking wages, benefits, and retirement earnings, as well as keeping records on employee performance evaluations and reviews.
  • Human Resources Specialist – In addition to managing employee records, HR specialists have the opportunity to recruit and head hunt for future employees. This can take them all across the county, state, or even the country, attending job fairs and other career seminars on the lookout for good candidates.
  • Payroll and Timekeeping Clerks – This is a specialized area of HR. In addition to compiling and recording employee time sheet and payroll data, you may also record production and commission, deductions, and print the paychecks.
  • Office or personnel supervisors – Many of the most efficient office or personnel supervisors have a background in HR, giving them the skills they need to hire new employees, facilitate an efficient and healthy workplace dynamic, and conduct employee reviews.
Obtaining your AAS in human resources is a strong first step to a new career but there are other things you can do to jumpstart your career in human resources. These include:
  1. Attending job fairs. Make it a point to attend job and career fairs. In addition to seeing what you might do if you end up choosing a human resources career, you will also begin making contacts with others in the profession, which can help you later on when you are ready to apply for jobs.
  2. Honing your social networks. There are several reasons why honing your social networks is important. The first: there’s a good chance your prospective employers will use your social media accounts as a screening device. Secondly, your social media accounts provide a means for you to network. Make sure your LinkedIn account is up to date as this is one of the leading social media sites for professionals.
  3. Obtaining a relevant job. We understand that many of our students are already full-time employees, and looking for a change; it’s the reason they’re applying to Bryant & Stratton. If you have the opportunity, try to get an entry-level support job working with HR or an internship even before graduating. In addition to exposing yourself to a variety of different positions, you may be able to use your experience to fulfill some of your educational requirements.
  4. Getting certified. There are several professional certifications that can increase your appeal to future employers, in addition to boosting your knowledge and skill sets. These include certifications in:
  • Human Resources Management
  • Accounting
  • Microsoft, QuickBooks or other computer skills-oriented certificates
If you are interested in learning more about how you can prepare for a human resources career, contact the Admissions Office at Bryant & Stratton College. We offer degree programs and certifications in HR that will help you prepare for your dream job
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Following Tragedy, One Mother Finds the Courage to Continue Her Education Online at Bryant & Stratton College Online

On April 1, 2011, The LA Times ran a special Online Education section produced by MediaPlanet.  We are very proud to have online student Marlena Unz, featured. In April, Marlena Unz will be a college graduate at age 46, earning her associate’s degree online from Bryant & Stratton College Online as a medical administrative assistant. While for many of her classmates a college education was a way to gain the skills and training required to get a job, for Unz it was also an opportunity to prove something to herself and her children. A stay-at-home mother, who ran a small in-home daycare, Marlena lost her husband just a few months shy of their 25th wedding anniversary unexpectedly. Since her husband worked to provide for the family, it was now her sole responsibility to create a financially secure future for her family. Click on the thumbnail below to read more about Marlena\’s courage.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Why We Love Church Street Marketplace

Church Street in the heart of Burlington is one of the most popular destinations in Vermont. Visitors to the city’s brick and cobblestone pedestrian marketplace will find dozens of locally-owned restaurants, food cart vendors, shops, and cafes, as well as a variety of outdoor entertainment.
A perfect place to visit anytime of year, Church Street has something for everyone. Whether you’re a foodie, shopping enthusiast, fan of architecture or music lover, Church Street is a place worth visiting.
What makes Church Street so unique is its universal popularity among locals, students, and visitors.  Established in 1981, Church Street draws 3 million visitors a year to shop, dine, and stroll.

Here are just a few of our favorite spots in the Church Street Marketplace:

Leunig’s Bistro & Café

115 Church Street
One of the oldest continually operating restaurants in downtown Burlington, Leunig’s offers ambiance, delicious local food, Vermont cheeses and more. Serving lunch, brunch and dinner.  Visit leunigsbistro.com

Uncommon Grounds

42 Church Street
A comfortable place to enjoy coffee, tea and conversation, Uncommon Grounds is Vermont’s answer to Starbucks. Visit ugvermont.com.

Sweet Lady Jane

40 Church Street
Looking for high fashion in a rural state? Sweet Lady Jane offers stylish women’s clothing and accessories. Visit sweetladyjane.biz.

Ben & Jerry’s

36 Church Street
When you’re in Vermont, indulging on some Ben & Jerry’s is a must. Who can resist Cherry Garcia, Chocolate Therapy or Phish Food? So good. Visit benandjerry.com.
Eat well, shop, wander, and enjoy!
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WANT TO DIVERSIFY YOUR WORKFORCE? YOU MAY NEED TO RETHINK THE INTERVIEW

The data is clear: When an organization hires a diverse workforce—people who represent different races, income levels, nationalities and genders—it performs better. Bringing these varied perspectives to the table results in more creative thinking. According to a Boston Consulting Group report, diversity is a key driver of innovation, and companies with diverse teams produce 19% more revenue than their competition.
When it comes to increasing diversity at their organization, many HR teams look to diversify their candidate pool. But while this is an important step, it’s only part of the solution. Actually hiring those diverse candidates means adjusting the interview to make sure that it’s not putting them at a disadvantage.
Beyond determining who is most qualified, here are some ways companies can encourage diversity—and guarantee a quality hire.

Pay Attention to the Time 

Traditionally, recruiters conduct interviews during times when they are in the office. For most companies, that tends to be between the hours of 9:00am and 5:00pm.
There is a problem with this timing—it’s also when most of your candidates are working at their current job. Many senior executives with flexible schedules, they can say “I’m working from home” and disappear or shut their office door and instruct their administrative assistants to tell people they are busy. Easy enough.
But employees that are more junior have much less flexibility. So many of them end up calling in “sick” or lying to their current employer about having a doctor appointment, to make it to the interview. This increases a candidates stress level and detract from their ability to interview confidently.
These challenges are intensified when applied to candidates who belong to marginalized communities, including people of color, disabled workers and women. WayUp, a company that specializes in recruiting and screening, found that when they offered candidates the chance to interview as late as 11:00 pm, historically underrepresented groups took them up on this offer. Ninety percent of candidates who choose to do phone screens between 7 pm and midnight are Black, Hispanic or women. If you’re looking to make your workforce more diverse, those are probably some of the main groups you’re trying to target.

Reducing Unconscious Bias In the Interview Process

Another problem that can arise during the interview process is unconscious bias. While many companies have invested in unconscious bias training and are generally becoming more open-minded, these incidents still occur. Mitigating unconscious bias in the interview process could be as easy as changing up your technology. Instead of one-on-one, in-person interviews, asynchronous video interviews (where the manager records the questions and candidates can answer them at their own convenience) are a worthy alternative.
According to Sonru, one of the leading developers of automated video interviewing software, this technology helps decrease unconscious bias. As Adam Gretton, Regional Development Manager at Sonru, explains, every candidate gets the same experience. “Can you truly claim that with telephone or face-to-face interviews? Does each candidate get treated exactly the same? If someone has a different culture or background to the assessor, will they get as warm an experience as someone who is ‘just like them’? They may not consciously be aware of treating people differently, but it will be felt by the candidate, and they may not perform as well, as a result.”
Sometimes just changing a few things about how you conduct your interviews can have a significant impact on who you hire. You want to hire the best person for the job, but that person may not be able to get time off work to take your phone screen during the day. The best person may be someone who you would have subconsciously discouraged in a face to face interview.
This is not to say that you should conduct all interviews at 11:00 pm via video. People can feel awkward recording an interview, and daytime interviews are more convenient for many people. But giving candidates the option can be a gamechanger.
The key here is consistency and flexibility. Remember, the point of interviewing someone is to fill the position. If you can make it easier for the candidate to succeed, why wouldn’t you?

Where to Find Career Information and Advice

Information about career management is everywhere. But, what information can you trust and what\’s best to pass over?
You can think, getting advice from your mom, brother, aunt, friend or neighbor might seem like a good idea but these well-meaning, \”inner circle\” confidants may lead you astray. If you\’re looking for sound advice, it\’s probably best to trust experts. The career services department at your college can be a useful resource but you can supplement the information they give you in other ways. Reading blogs or following the tweets of career experts is a great way to get resume help, interview tips and other career management advice. A few great places to start are the CareerRookie blog managed by CareerBuilder, the \”News\” section of LinkedIn, Evil HR Lady or the blog at FlexJobs.com. Another avenue to try is visiting your local library (or Amazon.com) to check out career advice books. To get you started below are four of our favorites.
Best Answers to the 201 Most Frequently Asked Interview Questions – Matt DeLuca and Nanett DeLuca continue their popular series with this updated edition highlighting advice for interviews. The guide opens the door on the interview process to readers so they understand what is going to be asked and why the question is being asked.
Getting from College to Career – Career Expert and Global Spokesperson for LinkedIn, Lindsey Pollak packs in plenty of practical tips for anyone navigating the gap between graduation and that first job. She also answers that universal question of \”How do you get a job without experience and get experience without a job?\”
Me 2.0: 4 Steps to Building Your Future – Author Dan Schawbel is a noted expert on Gen Y and creating a personal brand and in this book he teaches readers how to use social media tools to find a job, change careers or get ahead at their current position. The book walks readers through discovering, creating, communicating and maintaining a personal brand that is key to being successful in the modern workplace.
StrengthsFinder 2.0 – Written by Marcus Buckingham and Donald O. Clifton, this follow-up to Now, Discover Your Strengths, builds on the authors\’ idea that it is more valuable to build on an employees strengths rather than focus on an individual\’s weaknesses. The book includes a personal online assessment, which helps readers identify their own strengths as identified by the \”Clifton Strengths Finder\” and actionable ideas on how to build on these strengths
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1