Employers: Paying Attention to Your Candidates in the Waiting Room (Part I)

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We talk about the candidate experience a lot.

As we’ve mentioned in the past, treating your candidates right begins way before they ever seat themselves in the interview chair. From your job site, to social media page, to how they perceive your company culture, everything will affect the outcome of whether or not they want the job.

But, that’s not all. One thing we think is commonly overlooked when it comes to the candidate experience is their time spent between when they walk through that office door and when they sit down for the interview. What we are referring to, of course, is the dreaded waiting room.

Waiting can be a pain, and most candidates are forced to do it. So this week, we are going to talk about just that. For today, we will give you a few reasons why you need to pay attention to your timing, and your candidates as they wait for their interview.

  • It can increase stress. As you would suspect, tension and anxiety for a candidate can already be pretty high as they prepare for an interview. Plop them down in the waiting room for a while and we can guarantee that the stress will double. To make matters worse, sitting down with other candidates can hurt confidence. A little pre-interview anxiety isn’t going to be a deal breaker, but it can leave a bad impression.
  • It can be a waste of time. Sure, you might be having a great time chatting with another candidate about your shared alma mater or favorite basketball team, but those in the waiting room most certainly don’t appreciate the wait. It’s one thing to spend extra time with a candidate because you have more questions for them, and another to kill time with niceties—the latter can set off your schedule and force you to cut things short with everyone else.
  • It’s not polite. Even if they don’t know that you are idling their interview time away, putting candidates in a position where they have to wait excessively is just plain rude. Remember, employer branding is essential!

Employers, what do you think about making candidates wait? Good or bad? Let us know by connecting with us on Facebook or Twitter!

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Employees: How to Deal with a Difficult Boss (Part II)

man crossing the street


On Tuesday, we started talking about bosses who can be difficult.

As we mentioned, dealing with a difficult boss can be a great challenge. While we’d like to tell them how we feel, we don’t want to overstep our boundaries and get into the face of our higher ups.

But fear not: there are plenty of ways to handle these situations. So, whether it is a boss who lacks direction, gets too emotional, or is just plain intimidating, here are some of our tips on how to deal with them. Take a look below:

  • Keep your cool. First things first, if and when you decide to address a problem with a boss, you need make sure that you keep your cool. Nothing is worse than losing your temper when you are trying to prove that you’ve been treated wrong, so always try to keep yourself in check.
  • Pick your battles. Though it would be nice, not every problem needs to be addressed, especially when it comes to dealing with our bosses. As a general rule, we would suggest taking a moment and considering whether addressing the situation is worth it–especially with emotional or condescending bosses.
  • Consider their point-of-view. Leaders usually have a lot on their plate, and in some cases these things can really stress them out. As such, it is always a good idea to try and take a walk in their shoes when you are addressing their shortcomings. Doing so can help ensure that you get your point across while still being understanding about why they may be stressed and taking things out on you, or not performing their job (as you see it).
  • Keep it private. Leaders also have an image to uphold, so when you approach them it is best to do it in private. Not only is it much more professional to do so, but it will also increase the likelihood that your boss will take your case more seriously.
  • Speak to their higher-up. Though not our first choice, when all else fails, you might want to consider speaking to your boss’ higher up. Sometimes, getting a neutral party can help to ensure that both parties are treated fairly and that things will move along faster and more smoothly.

Have any tips that you’d like to add to our list? Let us know by connecting with us on Facebook or Twitter!

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Employees: How to Deal with a Difficult Boss (Part I)

two people talking stern faced

At some point in just about everyone’s career, we have to deal with a difficult person. And in the past, we’ve given you some tips on dealing with difficult clients as well as difficult co-workers.

But what about when it comes to dealing with a difficult boss?

That can end up being a whole different story. Unlike a client or peer, working with a difficult boss takes walking a fine line between letting problems slide, and leveling with them about their shortcomings–a situation no one wants to be in.

To help you avoid these kinds of situations, we are going to talk about different ways to help you deal with difficult bosses. For today, we’ll talk about a few kinds of bosses who often present us with trouble. Take a look below:

  • The emotional boss. These bosses usually finds themselves on a roller-coaster ride, and unfortunately, they end up making you join along. This could be a boss who gets extremely sad then angry and likes to have a few screaming matches, or one who is joking one minute and becomes stern the next. As a result, you might not know exactly where you stand with them. The worst part is that unlike clients or co-workers, you can’t really ignore your boss, since they are overseeing your work.
  • The condescending boss. These bosses are notoriously hard to please and they’ll most likely spend more time critiquing your work than giving you positive feedback. In turn, you’ll probably find yourself running in a few unnecessary circles, which can really damage productivity and efficiency. 
  • The stubborn boss. These bosses usually abide by the “my way or the highway” mantra. In turn, it can be really hard for you to give any input, which can really put a damper on innovation.
  • The very hands-off boss. The hands-off boss can be kind of strange. While it is great that they give you the freedom to work as you please, the unfortunate downfall is that when you need direction, they aren’t there to give it to you. In turn, the risk of screwing up on big projects is greater, when it could’ve been easily avoided with a little guidance.

Have you ever run across a boss like this? Let us know by connecting with us on Facebook or Twitter, and check back with us on Tuesday when we give you tips on how to handle the many different bosses we mentioned above.

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3 Tips for Building a Better Company Culture

office space

On Tuesday, we gave you three reasons why you need to vamp up your company culture.

As we mentioned, having a great company culture is an extremely important part of running a successful business, which is why just about everyone is talking about it.

But just because you know that having a great company culture can make you successful, doesn’t necessarily mean you know the best way to go about vamping up your own. To help point you in the right direction, we thought we’d talk about exactly that. Take a look below:

  • Match culture to your goals. First things first, you need to figure out the main goals of your company and match your culture to those goals. The main focus of your company culture is that it should reflect the goals that you’ve set in place for your company. Always consider how the culture, characteristics, and work ethic of your company will affect the goals you have in mind, because if you don’t, then you run the risk of missing your goals altogether.
  • PrioritizeWhen you decide to change or improve your company culture, the last thing you want to do is to have a complete and sudden overhaul. These kinds of improvements–at least, the successful ones–don’t just happen over night. You need to make sure you do your best to figure out what matters to you the most and execute those priorities first. From there, you can go down the line until you’ve successfully built up a top-notch culture that strives towards the goals you have in mind.
  • Be authentic. Above all, you need to be authentic. Don’t try do something that won’t jive with the goals of your company, because chances are you probably won’t meet those goals as successfully as you’d like. Throughout this whole process, you need to do your best to ensure that what you are doing actually means something. If your candidates see a disconnect in what you want and how you execute it, then that will reflect poorly on you, which is definitely not what you want to see happen.

What do you think about company culture? Is it as important as people say it is? If you have any tips you’d like to add to our list let us know by connecting with us on Facebook or Twitter. We’d love to hear from you!

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3 Reasons Why You Need to Work On Your Company Culture

facing a crowded room in a plaid shirt

Take a look around an HR blog or website and you are bound to find the words “company culture” popping up again and again.

For many, company culture can be somewhat of a mystery. It’s something that every company has, but just because you have it doesn’t mean it’s benefiting you in all the right ways.

Some leaders don’t know what needs to be done to get their company culture in the right place, or whether they need to actually put much effort into it at all, since for many, company cultures seems like a byproduct of just being a company at all.

However, as we’ve brought up many times on this blog, company culture plays an integral role in the success of your company. To help give you a better idea of why company culture is so important, we thought we’d break down why you need to pay special attention to your company culture, and how to go about doing so.

For today, we’ll start with why. Take a look below:

  • It’s a top recruiting tool. When a job candidate takes a look at your company, chances are, they are looking into your company culture. What we’re referring to are the things that you value, why you value them, and how you go about attaining/upholding those goals and values.

    For many candidates these days (especially the Milliennial generation), relating to the values of the company is one of the biggest factors when it comes to choosing where they apply. That’s why it’s so important to make sure that you do your best to narrow down your company culture and highlight what makes you stand out as a company.

  • It helps solidify your team. Not only is having a great company culture important for recruiting, it is also an important aspect of solidifying your team/company as a whole. When you hire like-minded people who value what you value, then hopefully they will band together in order to obtain the goals that you set up for your company. When employees believe in what you do, they should be more likely to succeed—and a big part of that is having a crystal clear company culture that can help guide them towards those goals.
  • It helps put everyone on the same page. Adding to our point above, a crystal clear company culture is great way to ensure that everyone is on the same page and knows exactly what the company is striving for. The hope is that you won’t have to worry about any stragglers because you’ve already made it clear what you expect out of them, and what they should expect out of you.

On Thursday, we’ll get into how you can vamp up your company culture to ensure success. In the meantime, let us know your thoughts by connecting with us on Facebook or Twitter!

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A Guide to AIM Careerlink’s 2nd Quarter Blog Posts of 2014 (Part II)

On Tuesday, we kicked off our second quarter by giving you our guide to AIM Careerlink’s second quarter blog posts. As we’ve mentioned in the past, our hope with these guides is to help make it much easier for you to keep track of all of the great tips we think are essential to running a successful business.

So, without further adieu, here is the rest of our guide to the second quarter Blog posts of 2014. Take a look below:

Leadership Essentials

Leaders: 4 Reasons Why You Should Take the Blame for Your Team’s Mistakes

Leaders: 4 Ways to Gain Your Employees’ Trust

Performance vs. Seniority–How Do You Promote Employees? (Part 1, 2)

Leaders: 3 Reasons Why It’s Important To Be a Mentor to Your Team

Leaders: 3 Tips on How to Mentor Your Team

3 Reasons Why You Should Regularly Evaluate Your Employees

3 Tips for Regularly Evaluating Your Employees

Leaders: Don’t Be Afraid of Making a Few Mistakes

3 Tips on How to Successfully “Sell” an Idea to Your Team

Leaders: Letting Your Employees Make Mistakes (Part 1, 2)


3 Tips on How to Attract Millennials

Are Millennials Prepared for the Workplace?

3 Tips on How to Prepare Millennials for the Workplace

Millennials: How to Prepare Yourself for Your Future Career (Part 1, 2)

Millennials: Don’t Be Afraid to Ask for Help

Social Media Recruiting/Essential Tips

3 Reasons Why You Need to Start Using More Images on Social Media

3 Tips on How to Successfully Use More Images on Social Media


Job Seekers: Are You Taking Advantage of Twitter’s New Layout?

What Twitter’s New Layout Could Mean for Your Business


Facebook’s 2014 1st Quarter Earnings Show Promise in the Mobile App Arena

Have any favorites from this past quarter? Let us know by connecting with us on Facebook or Twitter!

A Guide to AIM Careerlink’s 2nd Quarter Blog Posts of 2014 (Part I)

Every quarter, we give you a nice rundown on all of the blog posts we’ve done over the last three months, and since today marks the beginning of a new quarter, we thought we’d go ahead and keep with that tradition. So, here is the first half of AIM Careerlink’s guide to the second quarter blog posts of 2014. Take a look below: 

The Candidate Experience

What to Do When a Candidate Doesn’t Get the Job (Part 1, 2)

Candidates: What to Do When You Don’t Get the Job

Employer Branding/Employee Satisfaction

3 Reasons Why You Should Be Concerned About Employees Working Excessive Overtime

3 Ways to Keep Employees from Working Excessive Overtime

HR/Recruiting Essentials

Soft Skills: What Are They and Why Do Your Employees Need Them? (Part 1, 2, & 3)

Employers: Hiring Employees Who Care (Part 1, 2)

3 Reasons Why You Should Consider Giving More Incentives to Recruiters

3 Tips On Giving More Incentives to Your Recruiters

3 Ways to Get Employees Prepared for the Summer


Employers: What You Need to Know About Internships (Part 1, 2 & 3)


Exit Interviews: Are They Worth the Time, Money, and Resources? (Part 1, 2 & 3)

Employees: How to Have a Successful Exit Interview

Employers vs. Candidates: Who Is Interviewing Who? (Part 1, 2)

Job Seekers: Key Tips to Having a Successful Interview (Part 1, 2)

Any blog posts that sound out to you? Let us know by connecting with us on Facebook or Twitter. We’d love to hear from you!

Job Seekers: Key Tips to Having a Successful Interview (Part II)

job interview in progress

In our last post, we started talking about the best approach to having a successful interview.

As we mentioned, there are plenty of tips out there when it comes to having a successful interview. And sometimes, sifting through all of them for the best ones can leave job seekers frustrated.

As such, we thought we would go ahead and help you sift through the tips in order to find ones that really help you land the job. On Tuesday, we gave you two. To round off that list, here are a few more. Take a look below:

  • Use specifics. Perhaps one of the most important tips that we think you should keep in mind is that you always need to use specifics when talking about your skills and experiences. That way, when it comes to referencing your resume, you are giving your interviewer a better idea of how you’ve executed those skills and characteristics in the past. This will hopefully show them how you can do the same or better in the job you are applying for.
  • Always relate back to them. No matter what you are talking about, you always need to keep in mind that what you say has to relate to the employer and/or position that you are applying for. Doing this can really make an impact on interview. Whether it has to do with your skills, work ethic, or specific examples, always relating answers back to the position and company will help to solidify why the interviewer should know that you are right for the job. 
  • Know where you stand. To end the interview on a high note, you need to make sure you know where you stand with your interviewer. While it may not always be clear that you’ve gotten the job, we think it is a good idea to close the interview with confidence and let your interviewer know how interested you are in the job and why you think you are right candidate. Doing so can leave a positive impression as well as possibly give you a better idea of where you stand with the interviewer. You never know—they might give you a good hint that you happen to be one of their top picks.

Have any tips you’d like to add our list? Let us know by connecting with us on Facebook or Twitter. We’d love to hear from you!

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Job Seekers: Key Tips to Having a Successful Interview (Part I)

two businessmen talking

When it comes to interviews, there are plenty of tips out there, from what to wear, to what to say (and how to say it), to even how to do the right handshake.

It can be pretty daunting to have to sift through all of these tips in order to find the ones that will really get you on the right track to what you really want: landing the job.

That is why throughout this week, we thought we would do the work for you and take a moment to show you job seekers the top key tips to having a successful interview.

For today, we’ll start you off with just a few. Take a look below:

  • Make your resume company-specific. Your resume is most likely the first thing an employer is going to see, so you need to make it stand out. One way to do that is by making sure that how you put together your resume reflects the needs and wants of the company you are sending it to.

    Take a look at the position and company culture you want and match your strengths, characteristics and skills to them. While it might seem annoying to constantly be changing your resume–especially when you are a applying to a quite a few places–the chances that you resume will stand out will be greater. This is also a great opportunity to really familiarize yourself with the company and its culture, which will help a lot come interview time.

  • Dress the part. Take a look through a number of lists on interviewing tips and you are bound to find that a majority of them will include “dress professional” or “wear business formal” (i.e. suit and tie). Unfortunately, however, these kind of tips don’t really cover the whole gamut of how to dress during interviews.

    What these lists do not tell you is that you should actually “dress the part.” What we mean by that is that you should also dress with the company in mind. For example, take a look at their company culture or perhaps find an insider and get the scoop on what their dress code entails. If the company doesn’t require its employees to suit up, then you shouldn’t worry as much about putting on a suit. Doing so can really help you nail down what the company culture is like and possibly show that you’ve taken the time to see what the company is all about.

    One note: if you aren’t entirely sure about the dress code, then it’s best to assume that you should show up in business formal attire just to be on the safe side.

Check back on Thursday to see the rest of our list. In the meantime, check in with us on Facebook or Twitter and let us know of any great tips you have for job seekers looking to have a successful interview!

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Leaders: Letting Your Employees Make Mistakes (Part II)

group talking to one another

On Tuesday, we began talking about letting your employees make mistakes.

As we mentioned, many employers would assume that making mistakes is a bad thing. But, mistakes are an inevitable part of the workplace. As such, they need to be addressed, and how you go about doing so can make a whole world of difference in terms of how your company and employees succeed and progress.

Since we’ve already given you a few reasons why you should be okay with letting your employees make mistakes, we are now going to focus on how you can take those mistakes and make the most out of them. Take a look below:

  • Don’t just correct them—guide them. As frustrating as it might be to deal with your employees’ mistakes, the last thing you want to do is fix everything for them. Instead, try guiding them through the situation, making sure that they are fully aware of what they did wrong and how they can go about fixing the problem. That way, you ensure that problem doesn’t come across your desk again, and that your employees are on the right track towards meeting their end goal.
  • Reprimand appropriately. While we do think it is important to remember that mistakes happen, there is definitely a time and a place to reprimand your employees. That being said, we don’t think you should go out all when you do so. Worry less about the severity of the punishment and more about making sure they understand that they’ve done something wrong. Whether it comes in the form of a warning, verbal or written, or something more severe, just keep in mind that reprimanding your employees should always be fruitful.
  • Provide positive reinforcement. It can be pretty hard to always be helping your employees fix their mistakes–especially when most don’t take criticism lightly. To soften the blow, try adding some positive reinforcement, whether that means highlighting an area in which they excel, or showing them how they’ve progressed from previous mistakes. Doing so can help to make the situation much better and show them that they aren’t doing as bad as they might think.

Don’t worry so much about your employees making mistakes—instead, stick to focusing on how you can make the best out of them.

Have any tips you’d like to add to our list? Let us know your thoughts by connecting with us on Facebook or Twitter. We’d love to hear from you!

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