by Fronetics | Apr 30, 2015 | Blog, Strategy, Supply Chain, Talent
Why “sexy” is a perfect fit for the supply chain.
Why do we apply the word “sexy” to things that are non-sexual, like, for example, the supply chain? Sexy is synonymous with the words exciting, appealing, fascinating, desirable, provocative. It’s a buzzword for something popular and attractive. When people think of the supply chain, do they think of the word “sexy”? Many might say no, but here’s an argument as to why it’s a perfect fit.
Are Apple products sexy? Are designer clothes sexy? Is the Audi A5 sexy? Are oysters sexy? Many people would answer yes. Substitute your favorite and most desired technology, clothes, cars, and food, and you will find that they are all products of the supply chain. Senior Vice President of Research at SCM World, Mark Davis, is leading the charge in pointing out the vibrancy, attractiveness, and desirability of the supply chain. A study conducted by SCM World shows how consumers view the supply chain. Here’s what they found:
- Very few people react to the supply chain in a negative or strongly negative way.
- People aged 16-25 view the supply chain as positive or strongly positive, which is more optimistic than any other age groups reported.
- People aged 56 and older reported the highest level of unfamiliarity with the supply chain, while people aged 16-25 reported being most familiar with the supply chain.
- People aged 16-25 were the least neutral compared to other ages in their reaction to the supply chain.
Given what we know about the Millennial generation, this makes sense, and it could be good news for the supply chain. Millennials are optimistic, achievement-oriented, social, collaborative, tech-savvy, and value-based. Their buying patterns are informing everything we do and it should be stressed that there are many of them. According to the New York Times, “there are more 23-year-olds — 4.7 million of them — than any other age, according to census data from June. The second most populous age group was 24, and the third was 22. There is no official age range for Millennials but the generation generally is defined as being born between the early 1980s and early 2000s. By 2020, they will account for one-third of the adult population.” We think of the Baby Boomer generation as the largest age group, but at 24% they are just surpassed by the Millennial generation at 26% of the population.
Often we equate what is sexy with youth. With the Millennial generation—our youth— poised to make up 50% of the workforce by 2020, the supply chain could harness their optimism and interest. According to Mark Davis, “we should all be highly optimistic about the future. Millennials are strongly positive about supply chain, which presents a unique opportunity for us to inspire them to choose it as a career. We have to keep them interested by sharing stories of how supply chain is innovating to solve the world’s three fundamental issues: health, hunger and environmental sustainability.”
Aside from being supported by Millennials, why else would we consider the supply chain “sexy”? Some of the most innovative work is being done in the supply chain, including enterprise resource planning, cloud-based computing, use of big data, and involvement in the Internet of Things. If the supply chain can continue to harness technology, make smart hires, and attract Millennials, the word “sexy” could apply for a long time.
by Fronetics | Apr 29, 2015 | Blog, Strategy, Talent
Every career coach will tell you that preparation is the key to interview success. Few ever talk about the key to interview failure. To understand how to succeed, you need to understand the ways you can fail.
Here’s your study guide to bombing your next interview.
Show up late
Hiring managers, like the rest of us, are short on time and likely have other appointments scheduled after yours. They tend to look favorably on candidates who show that they value their time. Most managers agree that arriving ten minutes early gives you sufficient time to check in with staff without becoming burdensome. When asked about appropriate interview arrival time, one manager flatly stated, “I won’t likely know if you’re early, but I’ll notice if you’re late.”
Dress inappropriately, and don’t even think about brushing your hair
In an online poll of HR professionals, personal hygiene and inappropriate dress stood out as the most egregious offenses of all job candidates. Describing his worst interview experience, an HR manager recounted a particular job candidate who chose to attend his interview shirtless – he didn’t get the job. You don’t have to wear a suit, especially if the company’s culture is informal, but you do need to wear a shirt. In fact, play it safe and stick to business casual attire for your interview.
Be on your worst behavior
Chewing gum, taking a phone call during the interview, or otherwise interrupting will hurt your chances at connecting with the hiring manager and all but obliterate your chances of securing the job. But small errors can quite literally cost you as well. Calling your interviewer by the wrong name or widely gesturing with your hands won’t make a good first impression. Make sure to get plenty of sleep the night before your interview, and prior to your arrival take some time to review your interview preparation materials and focus your thoughts.
Be Modest
While not necessarily a deal-breaker, you’re still missing an opportunity to sell the interviewer your best self. Sure, it may come as a little unnatural to present a total stranger your professional accomplishments and strengths, but if you don’t put those convincingly forward, you’re losing out on an opportunity to show how your experience and education make you the best candidate for the job.
Fail to show how you could contribute to the company
Up until your interview, the hiring manager has had a number of candidates give him the same thing – their resumes. The interview is your opportunity to set yourself apart by linking your relevant work experience with what you know about the company. The better you are at conveying your relevance and showing ways in which you could contribute to that company’s current goals and objectives, the better your chances will be of getting a job offer.
Bad-mouth former employers
Even if you feel slighted by your previous employer, it’s best to keep that information to yourself. If you’re asked to give details on your relationship with a previous employer, compose a frank response and keep it respectful. Most hiring managers can respect the fact that differences arise that may require someone to move on, but they won’t tolerate unprofessional behavior. Use the limited time you have in the interview room wisely by keeping the focus on why you feel you’d be a good fit for this position.
Be argumentative
If the hiring manager presses you for follow up details on an answer you gave, beyond actually just wanting more detail, that might be a signal that she’d like you to rephrase your answer or perhaps give a more relevant example to substantiate your point. Don’t view it as a personal attack. Keep your calm, take a deep breath, and rearticulate your answer in a new way.
Never show your appreciation
Whether it’s the hiring manager or the receptionist who scheduled your interview, do not miss a chance to tell them that you are grateful. Be respectful and show your courtesy by personally thanking the interviewer for inviting you in to discuss your potential contributions at her company. Sending a thank you email or handwritten letter after your interview gives you a chance to reemphasize your gratitude and remind the interviewer just what makes you the best candidate for the open position.
Following this guide to bombing your next job interview will undoubtedly lead you to failure. Without any preparation at all you’ll be sure to fail your next interview with flying colors. On the other hand, taking the appropriate measures to avoid these pitfalls will bolster your changes of career advancement and ensure you’ll never become a hiring manager’s “worst interview candidate”.
by Fronetics | Apr 28, 2015 | Blog, Strategy, Talent
How to answer answer interview questions and ace your next interview.
Congratulations! You just landed a job interview. Your resume proved enough to get you in the door, but now the real work starts. How do you approach your interview preparation to ensure that on interview day you’ll be walking in cool, calm, and collected?
Start your preparation by reviewing our suggested approach to these common interview questions.
Can you tell me about yourself?
Despite this being one of the most frequently used interview questions (and often used as an opening question), this seems to be the one people find most difficult to prepare for. But if you’re successful in confidently articulating your fit for the position beyond what’s on your resume, you’ll set a favorable tone for the rest of the interview. Instead of reciting what has already been presented to your interviewer, use this time to share a little more detail. Is there a particularly relevant aspect of your previous position that you’d like to highlight? Now’s the time to mention it.
Why should I hire you?
Lucky for you, the hiring manager just pitched you a big, fat softball question. While initially intimidating to some, the “why should I hire you” question is really the best opportunity for you to start a dialogue with your interviewer about the things you feel make you most qualified for the position. For example, if the position requires someone that is customer service-oriented, you’ll want to include in your response not only your experience working with the public, but also an example that demonstrates how you handle unhappy customers.
What are your salary requirements?
While you likely have a specific number in mind based on your current lifestyle and income needs, it’s important to spend some time on sites like Glassdoor or Payscale to make sure your request is in line with what’s typical for your location and industry. Taking into consideration your education, experience, and skills, you’ll then be able to formulate an appropriate salary range. Most importantly, be flexible, but also firm with yourself and your interviewer during salary negotiations. If you feel the company’s offer is too low, don’t be afraid to cite relevant industry information to bolster your case for an offer increase. And by all means, no matter how badly you want the job, never agree to accept less than your minimum income requirements.
Why are you leaving your current job? Or, why did you leave your last job?
Regardless of the reason you’re seeking new employment, you’ll want to keep your answer to this question positive and keep the focus of the interview on your interest in the new position. Making negative comments about previous employers is a red flag that will cause hesitation for many hiring managers. Besides, you shouldn’t turn down an opportunity to convey your excitement about pursuing a new career, taking on new responsibilities, or expanding a specific skill set.
What are your greatest professional strengths/weaknesses?
When formulating an answer to these questions, remember that honesty is always the best policy. Never overreach and claim to be strong in an area you clearly aren’t just because you think it would help you land the position. Eventually, your dishonesty will be exposed and you might find yourself in hot water. To address the question of strengths, identify your forte in a functional area or highlight a strong character trait that’s most relevant to the position for which you are interviewing; be as specific as possible when giving examples on how you’ve demonstrated these in a professional environment. You’ll want to approach the question about your weaknesses a bit differently. While the hiring manager isn’t expecting you to come right out and say you’re terrible at something, she most assuredly isn’t looking for a declaration that you’re perfect. Offer your interviewer specifics about an area that you are working to improve. Don’t feel like your spreadsheet skills are up to par? Tell the interviewer about the classes you’re enrolled in at a local college. It’s expected that no one is perfect, but acknowledging an area where you have some room to grow, and actively working to advance your skills in that area shows self-awareness and initiative.
While there are some variables over which you won’t have control on the day of your interview, thinking through your answers to the most likely questions will improve your chances of presenting a strong and focused case for your candidacy.
by Fronetics | Apr 27, 2015 | Blog, Strategy, Talent
The economy is getting back on track and some areas of business, like the supply chain, are growing rapidly and experiencing a dearth of applications, sometimes trying to fill “six to eight management jobs” for every one application received. So in an environment such as this, shouldn’t a company want to hang on tight to talented employees? The answer is yes. In a 2013 survey by Careerbuilder, 39% of employers were concerned about retention of top talent. Given the high cost it can take to fill an open position, keeping top employees around is vital to a company’s success.
Some of the things that tempt talented employees away are:
- The desire for new experiences, training and growth
- More money, stock options, vacation, and better benefits and perks
- A better title, a more prestigious company, a better location or environment
- Dissatisfaction in current job, one of the main causes being stress, work overload, and frustration with supervisors
- The “job hopping” climate— people expect to have many jobs over a lifetime unlike decades ago when one worked with a company for a lifetime
Many promising and talented workers expect a lot from the companies they work for “precisely because they work harder (and often better) than their peers, they expect their organizations to treat them well—by providing them with stimulating work, lots of recognition, compelling career paths, and the chance to prosper if the organization does.” When an employer disappoints even the most talented employee, productivity, effort, and interest falls. So how can a company prevent this from happening, and mitigate the risk of losing top talent?
Here is what companies can do to retain top talent:
- In a survey by Careerbuilder, 70% of employees reported that an increase in salary was the best way to retain them followed by 58% saying that benefits were important.
- Communicate with these employees and “assess their level of engagement” and satisfaction. Employees want to feel valued, so ask them if they feel valued.
- Understand that happiness in the workplace produces loyalty and productivity, and act on it. Be a thoughtful and generous leader. Provide career opportunities and work-life balance considerations.
- Ensure that your top talent is part of the conversation about the future of the company. These employees want to feel like part of something meaningful, so let them be stakeholders, too.
- Because of their talent and success, these employees may be given the brunt of the work. When top talent is recognized and rewarded, they will produce more. When they are not treated “fairly” they may become dissatisfied, less productive, and resentful.
- This idea may seem to work against everything previously listed, but allow for some risk. Don’t coddle these employees or shield them from failure that could prevent them from developing. Let them learn and grow. Ask yourself: do I want to retain top talent if they are incredibly high-maintenance or if their requirements are outrageous? Be generous, but don’t create a monster.
Honest conversations can often be the best way to retain top talent. Don’t assume that, in today’s climate with an increasingly savvy workforce, people will feel satisfied by simply being told they’re lucky to have a job. People often know they’re lucky to have a job, but top talent also believe something potentially more valuable: the company is lucky to have me. Everyone might be replaceable, but at what cost? Let your employees see you as an ally, as a caring entity, then you have a chance of earning their loyalty.
by Fronetics | Apr 23, 2015 | Blog, Leadership, Strategy, Talent
When it comes to hiring it is important to get it right. This is especially true for small businesses. This is not only because of the significant financial implications of a bad hire, but also because, as Jeff Haden points out,
“When employee No. 300 turns out to be a disaster, the impact on the business is relatively small and often confined to a small group of staff. When employee No. 3 turns out to be a disaster, everyone—and everything—suffers.”
When considering candidate for a position intelligent companies don’t focus on where the individual went to school, what degree was obtained, or the companies for which the individual has worked. Rather, intelligent companies focus on qualities; good employees tend to possess distinct qualities.
Here are 14 qualities that good employees possess:
Innovative
Good employees think outside the box and introduce new ideas and new methods for accomplishing a task or achieving goals.
Determined
Determined employees don’t see challenges or constraints as roadblocks. Rather they are unwavering in their resolve to accomplish the task, achieve the goal, or further their career.
Positive
Individuals who have a positive attitude and come to work with an optimistic outlook and tend to be more productive than negative or pessimistic individuals. Moreover, a positive attitude tends to be contagious; therefore, creating a more positive (and productive) workplace.
Confident
A confident individual is one who is willing to take on tasks that others avoid out of fear of failure or fear of a challenge. A confident individual is also someone who is not afraid to speak up and introduce new ideas, or question the status quo.
Honest
As Benjamin Franklin said: “Tricks and treachery are the practice of fools, that don’t have brains enough to be honest.”
Detail-oriented
While it is important to be able to see the big picture, being detail-oriented is critical.
Smart
When someone is smart they are willing and able to learn, to evolve, and to tackle challenges without needing to be coached or coddled.
Ambitious
An individual with a desire enhance their career is someone who will bring valuable contributions to your company.
Hard working
There is no substitute for hard work. As Vince Lombardi put it: “The price of success is hard work, dedication to the job at hand, and the determination that whether we win or lose, we have applied the best of ourselves to the task at hand.”
Cultural fit
It is critical that the individual be a good match for the culture of the company. If there is no cultural fit it is not only likely that there will be friction, it is also likely that the person won’t stay with the company very long.
Autonomous
A good employee is one who is able to work on their own without hand-holding.
Magnanimous
An individual who is considerate, humble, and recognizes the contributions and work of others is someone you want to have join your company and your team.
Accountable
A person who has proven that they are accountable to themselves and to others is someone you want to hire.
Proactive
When an individual is proactive they are more likely to approach their job with energy, and they are more likely to address and tackle challenges before challenges become problems.
by Fronetics | Apr 20, 2015 | Blog, Leadership, Strategy, Talent
It’s true. You need to work less and stop checking your emails.
Somewhere in California, in the middle of the Redwood Forest, lies Camp Grounded. The school bus on which campers arrive comes alive on weekends with the activity of its new passengers – sing-alongs, face painting, snacks. Undoubtedly that energy is driven by the excitement of what the imminent camp experience will hold. The small cabins, which serve as the home base for campers to rest with their bunkmates in between sessions of arts and crafts, archery, and campfires, are nostalgic throwbacks to the 1930s American camp experience. The camp owners, indeed aiming to recall a slower, simpler time, have built the 2,000 acre camp to offer all the typical activities and (lack of) amenities you’d expect from a secluded camp.
What you might not be able to immediately discern about this camp, though, is that it caters exclusively to adults. That’s right, campers range in age from 19 to 72. The other most striking feature of Camp Grounded is their policy on digital technology; it is strictly prohibited.
Why are these people giving up their laptops, cellphones, tablets? What would make a grown person want to digitally disconnect from the world? Turns out, quite a few things.
A 2014 Gallup poll reported that the average workweek now clocks in at 47 hours a week. And troublingly, nearly four in ten Americans are working at least 50 hours a week. It’s not a far jump to conclude that advancements in digital technology have made it difficult for workers to set firm time parameters for job-related responsibilities. It certainly fits with Pew Research Center’s finding that 61% and 54% believe email and the internet, respectively, to be “very important” in doing their work. The lack of conventional parameters and the pervasive ability for workers to access tools of productivity outside standard work hours has some startling implications for the state of the American workforce and might just explain why adult campers are flocking to Camp Grounded in droves.
Long hours are making employees sick and causing injures.
A University of Massachusetts study revealed workers who routinely work long hours are thought be at risk for numerous physical conditions including high blood pressure, diabetes, chronic infections, and even death. Research has also linked that those who spend four or more hours sitting per day to a 125% increase in heart disease risk, even when controlling for diet and exercise. Another study, in which the University College in London found that long work hours can double the risk of depression, shows the emotional health of workers who log long hours suffers too. Alarmingly, a high number of work hours are also correlated with increased risk of workplace accidents. A National Institutes of Health report states that working at least 60 hours per week increases a worker’s likelihood of injury by 23%.
Workers are stressed as a result of not setting firm work-life boundaries.
Many of the health concerns presented by employees working protracted hours are stress-based diseases and illnesses. Stress can be characterized by a cyclical progression; the cycle of poor performance and impaired decision making, brought on by illness, sluggishness and decreased productivity, can all exacerbate stress. Furthermore, working long hours away from home can cause familial stress since, often times, one spouse shoulders the burden of unequally spilt household tasks and child rearing responsibilities. For businesses, the bad news about stress is just as alarming. Between 5% to 8% of all annual healthcare-related costs are stress-related – passed on to employers to the tune of $180 billion each year.
The more hours employees work, the less productive they are.
Probably a universal experience for office employees is the dazed feeling that comes after spending an extended amount of time working in front of a computer screen. The eyes tend to gloss over, the back becomes stiff, and the mind goes a little fuzzy. The evolution of the modern workweek notwithstanding, it’s interesting to note that logging long hours doesn’t make employees more productive. In fact, it can have the opposite effect. The Economist wrote a piece in 2013 which concluded “with higher working hours, labor output per hour fell.” Meaning, the correlation between working more hours and being more productive simply doesn’t exist. Taxing the mind and body with work for extended periods of time leaves employees tired, sluggish, and unproductive.
Overworked employees are typically disengaged employees.
Despite all the aforementioned negative consequences employees are willing to endure in order to work long hours, there’s really little employees or employers are getting in return. That’s because, for all the extra hours workers are putting in, it actually drives disengagement. Left wholly left unchecked, the culmination of issues arising from an unbalanced work-home life can increase absenteeism and turnover. Simply put, employees logging long hours are significantly more prone to burnout.
After being presented with the destructive effects clocking long hours can have on our bodies, relationships, and careers, revisiting the issue of a voluntary digital detox seems like a virtuous approach to our constant connectedness. But you don’t have to shell out hundreds of dollars in order to reap the benefits (device-free! no j-o-b talk!) Camp Grounded offers. Start by setting firm boundaries for work and home life. Ask a spouse or partner to hold you accountable. Block access to email on your devices during nights and weekends. If that seems too extreme, consider delaying your email responses until the next work morning. Implementing these small changes in the way you interact with your job responsibilities outside typical business hours can improve your physical and mental health and advance your career. If you find that you need a little more motivation to unplug and disengage from work, you’ll likely find it in the sing-alongs and talent shows performed by weary workers, turned cheery campers at Camp Grounded.
