Training and Development is more important than you think!
When budgets start to get tight and cut backs are made, training and development is sometimes one of the first things to go for many companies. Organizations usually reduce their budgets to the bare essentials and employee training is generally not a priority. So many organizations look at training as an expense rather than a true necessity. However, that thinking may actually be the exact opposite of what is best for employees and the organization as a whole.
Show me the money
I think it’s safe to say that most of you would agree that training and development can be a great opportunity for employees to learn important new skills and build on existing competencies. What you may not know though, is that statistics consistently show that employee training increases employee effectiveness and ultimately increases company success. According to a study conducted by the American Society of Training and development, there is a positive correlation between the amount of money and time spent on employee training and the profitability of a company. In fact, data suggests an investment in higher-level training of as little as 10% can yield an 8.6% increase in productivity… compared to just a 3.4% increase from investing the same amount in new equipment (Information from www.skillstrac.com). So what does that mean? Investing in employee training can actually impact your company’s bottom line!
Added Benefits
So, now we know…training and development can actually help your company make money through increased productivity of employees, but that’s not the only benefit you’ll receive. Studies show that training can also improve employee morale and happier employees are less likely to leave your company. Take a moment to consider this; in companies where training is conducted effectively, 12% of employees are considering leaving the company to find a new job. In companies who do not train or the training is not conducted well, 41% of employees are planning to leave (www.pinpointperformance.net). Here’s where it starts to really make sense, the average cost to replace an employee and train a new person on just the basics of a job are at least $17,000. The average cost of training? 2.5% of an employee’s salary.
Training and Development as an employee benefit?
Hopefully by now, you can see why training and development is important to your organization. The investment you make in your employees now can have a huge impact on your company’s financial success. But did you know that younger employees actually view training and development as a required benefit when they are looking for jobs? According to a survey conducted by Price Waterhouse Coopers, Millennials ranked training and development as the number one benefit they were looking for (out of 4,364 Millennials surveyed). Many noted that they wanted more than “just a job” and that they were looking for something that could offer them professional growth with an opportunity for ongoing learning (www.hirestrategy.com). So what does all this mean to your organization? It means that you should definitely be looking at your training and development strategy as a retention and recruitment tool. Statistics show you’ll have happier employees and a happier you (because you’ll have a happier bottom line of course).
Need help with training?
Contact me at jenniferlfisher@live.com for details on specific training I offer.
Show me the money
I think it’s safe to say that most of you would agree that training and development can be a great opportunity for employees to learn important new skills and build on existing competencies. What you may not know though, is that statistics consistently show that employee training increases employee effectiveness and ultimately increases company success. According to a study conducted by the American Society of Training and development, there is a positive correlation between the amount of money and time spent on employee training and the profitability of a company. In fact, data suggests an investment in higher-level training of as little as 10% can yield an 8.6% increase in productivity… compared to just a 3.4% increase from investing the same amount in new equipment (Information from www.skillstrac.com). So what does that mean? Investing in employee training can actually impact your company’s bottom line!
Added Benefits
So, now we know…training and development can actually help your company make money through increased productivity of employees, but that’s not the only benefit you’ll receive. Studies show that training can also improve employee morale and happier employees are less likely to leave your company. Take a moment to consider this; in companies where training is conducted effectively, 12% of employees are considering leaving the company to find a new job. In companies who do not train or the training is not conducted well, 41% of employees are planning to leave (www.pinpointperformance.net). Here’s where it starts to really make sense, the average cost to replace an employee and train a new person on just the basics of a job are at least $17,000. The average cost of training? 2.5% of an employee’s salary.
Training and Development as an employee benefit?
Hopefully by now, you can see why training and development is important to your organization. The investment you make in your employees now can have a huge impact on your company’s financial success. But did you know that younger employees actually view training and development as a required benefit when they are looking for jobs? According to a survey conducted by Price Waterhouse Coopers, Millennials ranked training and development as the number one benefit they were looking for (out of 4,364 Millennials surveyed). Many noted that they wanted more than “just a job” and that they were looking for something that could offer them professional growth with an opportunity for ongoing learning (www.hirestrategy.com). So what does all this mean to your organization? It means that you should definitely be looking at your training and development strategy as a retention and recruitment tool. Statistics show you’ll have happier employees and a happier you (because you’ll have a happier bottom line of course).
Need help with training?
Contact me at jenniferlfisher@live.com for details on specific training I offer.
How to Interview to get the Right Intern!
Interviewing can be a daunting task even for seasoned HR professionals. It can be even more overwhelming for those with limited experience in finding the perfect candidate. What makes it even more challenging: interviewing a candidate with limited or no experience.
I am often asked by employers what questions they should ask a young high school or college student with little to no experience. Luckily, there are questions you can ask to make sure you get the right person for your internship or entry level position. Of equal importance is your level of preparation going into an interview. This can be just as critical to selecting the right person as knowing what questions to ask.
Knowing what to ask
First, let’s start with the basics. For anyone who will be conducting interviews, it is important to start with a solid list of questions you can ask each candidate. For the most part, you’ll use the same questions during each interview. This allows for consistency in the type of information you are gathering from each candidate. There will be times you may stray some from your questions based on information you learn about each interviewee, but you’ll have a good solid base of information that will stay the same with each person you interview.
When developing questions to ask less experienced candidates, you should focus more on work ethic and academic success rather than job specific questions. Your questions can address the needed skills for a position rather than the specific experience. Here are some examples you can use:
Focus on future goals rather than past experience.
• How do you think this internship will help you in career goals?
• What are your plans immediately after graduation?
Frame questions around academic experience rather than professional experience.
• Tell me about a time when you had a heavy course load. How did you manage your time? Is there anything you would change if that happened again?
• How do you feel your campus and community involvement (if they have had any) relates to a professional workplace?
• What made you choose your major?
Ask questions to determine a candidate’s work ethic.
• What will motivate you to do well in this internship?
• Why do you think you will be successful in your chosen field?
• What makes you stand out as a candidate?
Ask questions that address problem-solving and analytical skills.
• Tell me about a time when you had to complete a project and you thought you would fail. How did you complete the project and what did you learn about the experience?
Develop questions that seek to discover leadership and interpersonal skills.
• What do you do differently from your classmates?
• Describe a time when your work was criticized by someone. How did you handle the criticism? What would you do differently if presented with a similar situation?
• Tell me about a group project you competed in which a teammate was not fulfilling their requirements. How did you handle the situation?
Preparation is key
I know many career services professionals who continually tell students that they should be prepared when they walk into an interview, but I think the same is true for interviewers. You must be just as prepared for the interview as the candidate is. If you are not, you will never be able to conduct a good interview. Here are a few tips:
• Be prepared! You can’t conduct a good interview if you haven’t looked through the candidate’s resume and application materials. This seems very basic but I have even sat through interviews in which it was obvious the person interviewing me was not prepared. It’s a painful experience and generally does not leave the candidate with a good impression of the company.
• Know what you’re looking for. Read through the job description and skills that are needed for the job you are interviewing for. It can be difficult to spot the right candidate if you don’t know what you’re looking for.
• Always be on time. This is another basic but again it comes up often in interview training. Things will come up that will be important and may cause you to stray from your schedule, but it is important that you try to stick with the times you have asked someone to come to your office.
• Keep the interview space free from distractions. Basically, unless the building is falling in around you, give the candidate your full attention. They deserve that from you.
Regardless of the candidate you are interviewing, whether for your internship program or a full-time hire...treat them like your guest. Get to know them as a candidate before you make any judgments, and above all, always be prepared for the interview. By doing so, you will ensure that you are ready to find just the right intern!
I am often asked by employers what questions they should ask a young high school or college student with little to no experience. Luckily, there are questions you can ask to make sure you get the right person for your internship or entry level position. Of equal importance is your level of preparation going into an interview. This can be just as critical to selecting the right person as knowing what questions to ask.
Knowing what to ask
First, let’s start with the basics. For anyone who will be conducting interviews, it is important to start with a solid list of questions you can ask each candidate. For the most part, you’ll use the same questions during each interview. This allows for consistency in the type of information you are gathering from each candidate. There will be times you may stray some from your questions based on information you learn about each interviewee, but you’ll have a good solid base of information that will stay the same with each person you interview.
When developing questions to ask less experienced candidates, you should focus more on work ethic and academic success rather than job specific questions. Your questions can address the needed skills for a position rather than the specific experience. Here are some examples you can use:
Focus on future goals rather than past experience.
• How do you think this internship will help you in career goals?
• What are your plans immediately after graduation?
Frame questions around academic experience rather than professional experience.
• Tell me about a time when you had a heavy course load. How did you manage your time? Is there anything you would change if that happened again?
• How do you feel your campus and community involvement (if they have had any) relates to a professional workplace?
• What made you choose your major?
Ask questions to determine a candidate’s work ethic.
• What will motivate you to do well in this internship?
• Why do you think you will be successful in your chosen field?
• What makes you stand out as a candidate?
Ask questions that address problem-solving and analytical skills.
• Tell me about a time when you had to complete a project and you thought you would fail. How did you complete the project and what did you learn about the experience?
Develop questions that seek to discover leadership and interpersonal skills.
• What do you do differently from your classmates?
• Describe a time when your work was criticized by someone. How did you handle the criticism? What would you do differently if presented with a similar situation?
• Tell me about a group project you competed in which a teammate was not fulfilling their requirements. How did you handle the situation?
Preparation is key
I know many career services professionals who continually tell students that they should be prepared when they walk into an interview, but I think the same is true for interviewers. You must be just as prepared for the interview as the candidate is. If you are not, you will never be able to conduct a good interview. Here are a few tips:
• Be prepared! You can’t conduct a good interview if you haven’t looked through the candidate’s resume and application materials. This seems very basic but I have even sat through interviews in which it was obvious the person interviewing me was not prepared. It’s a painful experience and generally does not leave the candidate with a good impression of the company.
• Know what you’re looking for. Read through the job description and skills that are needed for the job you are interviewing for. It can be difficult to spot the right candidate if you don’t know what you’re looking for.
• Always be on time. This is another basic but again it comes up often in interview training. Things will come up that will be important and may cause you to stray from your schedule, but it is important that you try to stick with the times you have asked someone to come to your office.
• Keep the interview space free from distractions. Basically, unless the building is falling in around you, give the candidate your full attention. They deserve that from you.
Regardless of the candidate you are interviewing, whether for your internship program or a full-time hire...treat them like your guest. Get to know them as a candidate before you make any judgments, and above all, always be prepared for the interview. By doing so, you will ensure that you are ready to find just the right intern!
Closing the Skills Gap in 21st Century Employment
I recently read a report by ManPower Group that stated more than 52% of employers said they were unable to find candidates with the right skills to fit the job openings they have. So let me get this straight, our national unemployment is hovering just above 9% (remember last month I told you that young people ages 18-24 had the highest unemployment rates, around 17%) and we can’t find the right candidates with the right skill set to fit the jobs we have? Something’s not right here! Even worse, employers stated that the two skills many job candidates lacked was communication and simply showing up to work on time. Really?? Showing up to work on time is a skill candidates are lacking?
What are employers looking for?
The types of skills that many employers seek beyond the general occupational or technical skills of a job are called “soft skills”. The top 5 soft skills many employers are looking for according to a survey conducted by NACE (National Association of Colleges and Employers) in November 2011, include ability to work in a team, verbal communication, the ability to make decisions and solve problems, the ability to obtain and process information, and the ability to plan, organize, and prioritize work.
Is there a solution?
I’m sure I’m not the only one who has a theory about why we are seeing candidates lacking in basic skills. I honestly think there are a variety of reasons why we are seeing this issue now. I won’t bore you with my “soap-box” like explanation of what’s causing the problem. We just need a solution. The fact is, for our workforce to be top-notch and globally competitive; we have to be willing to teach these basic skills to high school and college students if they don’t already have them. We have to hold people accountable rather than passing over problems. We need to mentor rather than complain.
Trust me; I know what you’re going to say. Why should we have to teach the skills that should be taught in school, or at home, or at the last job? Clearly there is a problem here and what we have been doing isn’t working. We assume that candidates will come to us ready to go. That’s clearly not the case based on the statistic above.
School and experiential learning should go hand in hand
Remember I’ve said this before…we’re all in this together. As a region, Northeast Indiana employers and schools must be willing to work together to create a firm partnership that allows students to get the kind of “real world” job experience necessary to gain the basic skills we know they will need to be successful. They need strong professionals to model after. Great experiences that can impress upon them the need to learn and become the kind of employee our companies need. Your success depends on them, whether now or in the future.
So what can you do to increase your chances of getting a candidate with the type of soft skills you’re looking for? Hire interns that you can teach and train. Get involved now in programs directed towards mentoring and teaching students the skills they need to be successful. Your reward? A skilled workforce helping you succeed!
What are employers looking for?
The types of skills that many employers seek beyond the general occupational or technical skills of a job are called “soft skills”. The top 5 soft skills many employers are looking for according to a survey conducted by NACE (National Association of Colleges and Employers) in November 2011, include ability to work in a team, verbal communication, the ability to make decisions and solve problems, the ability to obtain and process information, and the ability to plan, organize, and prioritize work.
Is there a solution?
I’m sure I’m not the only one who has a theory about why we are seeing candidates lacking in basic skills. I honestly think there are a variety of reasons why we are seeing this issue now. I won’t bore you with my “soap-box” like explanation of what’s causing the problem. We just need a solution. The fact is, for our workforce to be top-notch and globally competitive; we have to be willing to teach these basic skills to high school and college students if they don’t already have them. We have to hold people accountable rather than passing over problems. We need to mentor rather than complain.
Trust me; I know what you’re going to say. Why should we have to teach the skills that should be taught in school, or at home, or at the last job? Clearly there is a problem here and what we have been doing isn’t working. We assume that candidates will come to us ready to go. That’s clearly not the case based on the statistic above.
School and experiential learning should go hand in hand
Remember I’ve said this before…we’re all in this together. As a region, Northeast Indiana employers and schools must be willing to work together to create a firm partnership that allows students to get the kind of “real world” job experience necessary to gain the basic skills we know they will need to be successful. They need strong professionals to model after. Great experiences that can impress upon them the need to learn and become the kind of employee our companies need. Your success depends on them, whether now or in the future.
So what can you do to increase your chances of getting a candidate with the type of soft skills you’re looking for? Hire interns that you can teach and train. Get involved now in programs directed towards mentoring and teaching students the skills they need to be successful. Your reward? A skilled workforce helping you succeed!
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