http://www.vorys.com/publications-2001.html Today, the U.S. Department of Labor (DOL) announced that it is withdrawing two Administrator’s Interpretations on joint employment and independent contractors that were issued under the Obama administration. Both interpretations had the potential to increase employers’ liability for misclassification and for wage-hour penalties for being deemed a joint employer. In 2015, … Read more of the article here: https://peocompass.com/labor-employment-alert-changing-course-department-labor-withdraws-guidance-independent-contractors-joint-employers/
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“A couple of my employees don’t finish their tasks or miss deadlines fairly frequently. They always have a reason they’re aren’t to blame. How can I get them to take responsibility for their job?” CJ Westrick @ HRJungle.com
Repost from http://www.businessinsider.com/questions-to-ask-in-every-job-interview-2016-10
It’s important to remember that every interview is a two-way street.
You should be assessing the employer just as much as they’re assessing you because you both need to walk away convinced that the job would be a great fit.
So when the tables are turned and the interviewer asks, “Do you have any questions for me?” take advantage of this opportunity. It’s the best way to determine if you’d be happy working for this employer, and whether your goals are aligned with theirs.
“The very process of asking questions completely changes the dynamic of the interview and the hiring manager’s perception of you,” says Teri Hockett, a former CEO and career strategist. “Asking questions also gives you the opportunity to discover details that you might not have otherwise unveiled.”
Amy Hoover, president of TalentZoo, says there’s another reason you should always prepare questions. “It’s expected — and if you don’t ask at least two questions, you will appear disinterested, or worse, less intelligent and engaged than a prospective employer would like.” You should have at least four questions prepared, though, in case your original two are answered through the course of the interview.
But, Hoover says, don’t just ask questions for the sake of it. To actually benefit from them, you’ll need to think carefully about what you want to ask.
“Your questions can, in fact, make or break an interview,” she explains. “If they’re not thoughtful, or if you ask something that has already been addressed, this can hurt you way more than it can help. Asking smart, engaging questions is imperative.”
Luckily, there are plenty of smart ones to pick from.
Here are 29 questions you should always ask in a job interview — if they weren’t already answered — to help you get a better sense of the role and the company, and to leave the interview with a positive, lasting impression:
Before you begin asking your questions, find out if there’s anything they’d like you to elaborate on. You can do this by saying something like, “Yes, I do have a few questions for you — but before I get into those, I am wondering if I’ve sufficiently answered all of your questions. Would you like me to explain anything further or give any examples?”
Not only will they appreciate the offer, but it may be a good chance for you to gauge how well you’re doing, says Bill York, an executive recruiter with over 30 years experience and founder of executive search firm Tudor Lewis.
If they say, “No, actually you answered all of my questions very well!” then this may tell you you’re in good shape. If they respond with, “Actually, could you tell me more about X?” or “Would you be able to clarify what you meant when you said Y?” then this is your chance for a re-do.
Hoover recommends this question because it’s a quick way to figure out whether your skills align with what the company is currently looking for. If they don’t match up, then you know to walk away instead of wasting time pursuing the wrong position for yourself, she says.
It’s important to ask about the pecking order of a company in case you have several bosses, Vicky Oliver writes in her book, “301 Smart Answers to Tough Interview Questions.”
If you’re going to be working for several people, you need to know “the lay of the internal land,” she says, or if you’re going to be over several people, then you probably want to get to know them before accepting the position.
Basically, this question just lets you know whether this job is a dead end or a stepping-stone.
Hoover says this question gives you a broad view on the corporate philosophy of a company and on whether it prioritizes employee happiness.
This question is not for the faint of heart, but it shows that you are already thinking about how you can help the company rise to meet some of its bigger goals, says Peter Harrison, CEO ofSnagajob.
Knowing what skills the company thinks are important will give you more insight into its culture and its management values, Hoover says, so you can evaluate whether you would fit in.
While this question puts you in a vulnerable position, it shows that you are confident enough to openly bring up and discuss your weaknesses with your potential employer.
Hoover says this question is important because it lets you “create a sense of camaraderie” with the interviewer because “interviewers — like anyone — usually like to talk about themselves and especially things they know well.” Plus, this question gives you a chance to get an insider’s view on the best parts about working for this particular company, she says.
Knowing how managers use their employees is important so you can decide whether they are the type of boss that will let you use your strengths to help the company succeed.
“Any opportunity to learn the timeline for a hire is crucial information for you,” Hoover advises.
Asking about an “offer” rather than a “decision” will give you a better sense of the timeline because “decision” is a broad term, while an “offer” refers to the point when they’re ready to hand over the contract.
Harrison says this is a respectful way to ask about shortcomings within the company — which you should definitely be aware of before joining a company. As a bonus, he says it shows that you are being proactive in wanting to understand more about the internal workings of the company before joining it.
If the interviewer says, “There aren’t any,” you should proceed with caution.
The main point of this question is to get your interviewer to reveal how the company measures success.
Obviously this shows your eagerness about the position, Harrison says, but it also gives you a better idea about what the job will be like on a daily basis so you can decide whether you really want to pursue it. “A frank conversation about position expectations and responsibilities will ensure not only that this is a job you want, but also one that you have the skills to be successful in,” he advises.
This question shows the interviewer that you care about your future at the company, and it will also help you decide if you’re a good fit for the position, Oliver writes. “Once the interviewer tells you what she’s looking for in a candidate, picture that person in your mind’s eye,” she says. “She or he should look a lot like you.”
Hoover says knowing if they want you to meet with potential coworkers or not will give you insight into how much the company values building team synergy. In addition, if the interviewer says you have four more interviews to go, then you’ve gained a better sense of the hiring timeline as well, she says.
Harrison says this question shows that you’re willing to work hard to ensure that you grow along with your company. This is particularly important for hourly workers, he says, because they typically have a higher turnover rate, and are thus always looking for people who are thinking long-term.
Knowing how a company deals with conflicts gives you a clearer picture about the company’s culture, Harrison says. But more importantly, asking about conflict resolution shows that you know dealing with disagreements in a professional manner is essential to the company’s growth and success.
Getting the chance to meet with potential teammates or managers is essential to any professional interview process, Hoover says. If they don’t give that chance, “proceed with caution,” she advises.
Knowing how a company measures its employees’ success is important. It will help you understand what it would take to advance in your career there — and can help you decide if the employer’s values align with your own.
Asking about problems within a company gets the “conversation ball” rolling, and your interviewer will surely have an opinion, Oliver writes. Further, she says their answers will give you insights into their personality and ambitions and will likely lead to other questions.
This one tells them you’re interested in the role and eager to hear their decision.
“Knowing a company’s timeline should be your ultimate goal during an interview process after determining your fit for the position and whether you like the company’s culture,” Hoover says. It will help you determine how and when to follow up, and how long to wait before “moving on.”
This might be uncomfortable to ask, but Harrison says it’s not uncommon to ask and that it shows you are being smart and analytical by wanting to know why someone may have been unhappy in this role previously.
If you found out they left the role because they were promoted, that’s also useful information.
Asking this question will show your interviewer that you can think big picture, that you’re wanting to stay with the company long-term, and that you want to make a lasting impression in whatever company you end up in, says Harrison.
Oliver says questions like this simply show you’ve done your homework and are genuinely interested in the company and its leaders.
While this question may seem forward, Harrison says it’s a smart question to ask because it shows that you understand the importance of landing a secure position. “It is a black and white way to get to the heart of what kind of company this is and if people like to work here,” he says.
This simple question is polite to ask and it can give you peace of mind to know that you’ve covered all your bases, Hoover says. “It shows enthusiasm and eagerness but with polish.”
Hoover says this is a good wrap-up question that gives you a break from doing all the talking. In addition, she says you may get “answers to questions you didn’t even know to ask but are important.”
Author: Jacquelyn Smith
Jacquelyn joined Business Insider as the careers editor in 2014. She previously worked as a leadership reporter for Forbes. She is the coauthor of “Find and Keep Your Dream Job: The Definitive Careers Guide From Forbes.“
Jacquelyn holds a bachelor’s degree in journalism from The University of Arizona and a master’s degree from Hofstra University. She lives in New York City and can be found on Twitter, LinkedIn and Google+.
Vivian Giang and Natalie Walters contributed to previous versions of this article.
Stress in the workplace, whether triggered by significant workloads or pressing deadlines, can sidetrack employees and prevent them from doing their best. The following simple steps for managers and employees can help reduce the pressure and increase team performance and productivity:
• Avoid Setting Unrealistic Goals. Setting achievable goals with reasonable timelines helps your sense of accomplishment grow while your stress level declines.
• Step-Out Complicated Projects. Dividing a complex project into phases provides specific direction, helps maintain a calm environment, and motivates the team. Daily or weekly to-do lists can also help prioritize tasks.
• Make Time for Meetings and Completing Tasks. Blocking out the time necessary to complete a task on your calendar is just as important as scheduling time for meetings.
• Communicate Regularly. Recognizing employee achievements can increase confidence, as well as reduce stress related to workloads. Employees may also be able to help identify new ways that they can contribute.
• Schedule Time for Exercise. A regular exercise routine can help lower stress and recharge your batteries for the challenges ahead.
Remember that laughter can be one of the best stress relievers of all–when things start to get too intense, it could be time for a little humor to lighten the load.
Alison Green does a great job explaining why taking a counter offer is not a good play.
In over 25 years of placements, I can only remember one or two instances where this worked out for a candidate for the long term – and these were A players. If you are generally happy with your job and it’s only about the pay, ask for the raise first before you go job-shopping and give compelling reasons why you deserve it.
Go to the link for the full story http://news.yahoo.com/why-shouldnt-counteroffer-133221049.html
During your interview you are telling a story about yourself. Michael Kinsman offers some valid thoughts as to show and tell why you would be the right person for the job.
Recently, I gave two speeches to nearly 1,000 people in my home state of Michigan and fielded dozens of questions from job seekers of all ages.
Since time and space are short here, I’ve boiled them down to three job search questions with broad appeal.
How many apply to you and your job search?
Question: “How can I stand out in a hyper-crowded job market?”
Answer: Try unconventional, “guerrilla” job search methods to get the attention of employers.
Here are examples of tactics used by creative job seekers to land interviews–and jobs.
Do any of these methods strike you as gimmicky or too offbeat to work in your industry? Fine. Don’t believe me.
Try mailing something unusual along with your resume and cover letter to a few companies you have no intention of working for–test and prove them for yourself.
Question: “I had to close my business and look for a job. What do I do with my skills?”
Answer: If you can’t find jobs to match your skills, here’s a tip: Use one of the big employment websites to generate ideas for you.
Example: I went on a large employment site and searched for these three skills: writing + training + German. This brought back 11 job openings nationwide, including German Help Desk Analyst, Customer Service Associate, and Web Editor/Writer.
This brainstorming exercise can help you select potential jobs to go after next, no matter what job you had before. You can then approach people in your network with a focused list of job titles, making it more likely they can help you find something.
Question: “How can I improve my networking? I’ve been networking for months, but it hasn’t produced a job.”
Answer: I happen to dislike the term networking because it’s freighted with unpleasant connotations for so many people who have had slow results–or no results–doing it.
Here’s a thought experiment: Forget everything you know about networking. In fact, stop networking altogether for a week.
Instead, start helping other people get what they want. Give freely of your information, personal contacts, expertise, knowledge, time, etc.
Example: Pick 10 people you know who are connected to people you’d like to meet. Spend an afternoon researching the needs of these “top 10″ contacts. You can even call them and ask, “What would help you do your job better?” Then make a plan to help them get what they want.
When you focus on helping others, your ego is removed from the equation, which makes you less self-conscious and more relaxed. That’s because, while not everyone can be a natural networker, everyone can help another person.
Done right, this is networking–helping other people to the point that they’re happy to take your calls and send you job leads.
Despite being carpet-bombed by economic bad news on a daily basis, the Michiganders I spoke to displayed–to a person–a rock-solid resolve that I’m convinced will solve the labor problems in their state and our nation.