interview

Team Leader: The Roles And Responsibilities

April 7, 2021 by admin

Team Leader: The Roles And Responsibilities

If you are a team leader, you must possess different characteristics and traits to handle your team correctly. Leaders are expected to be treated with respect and encourage their members with the job and training. Furthermore, the leaders may execute different roles because of the project’s variations or group that they are managing. The strategies that leaders implement can create an impact on the project’s success.

To know the different roles and responsibilities of the leader, here are the characteristics that you have to know.

The Roles Of A Team Leader

A team leader is somebody who supervises the usefulness of a workgroup by giving direction and guidance. As a leader, you can have numerous jobs, including:

Goal maker: You ensure that every member of the team will achieve the goal.
Strategist: You will determine what strategy or approach will reach the project’s goals.
Supervisor: You are in charge of regulating all exercises inside the group.
Organizer: You must maintain the project’s structure and take care of the important papers.
A great communicator. Communication is important to disseminate clear and correct information among the team members. Also, it can help you build a strong bond with your team members.

Furthermore, the team leader is expected to perform these roles to help the company and its members to grow.

The Responsibilities

The leader’s responsibilities include critical thinking, enhancing every member, and decision-making. If you are a team leader, being clear and aware of your responsibilities is needed in order to perform your duties effectively.

1. Be A Coach Of Your Team

A leader is not just a leader; he/she is also a teacher and coach who teaches his/her members towards their project’s success. With the leader’s guidance, the member will be able to perform well and demonstrate the strategy correctly.

2. Be A Skill Enhancer

Experiencing conflict within a team is normal, especially since every member has their own personalities and opinions. Hence, the leader is responsible for resolving the issues of the members. It is better to settle the problems before it affects the work. You can resolve the problem by listening to both sides and giving unbiased opinions or offering them a solution that is the best for the two sides.

3. Determine Goals And Assess Improvement

Assessing objectives and goals and deciding how the group will achieve them can avoid confusion in the team. It helps each member to build a clear idea of what to look forward to in the project. On the other hand, assessing the improvement can determine what strategies are effective.

4. Settle Conflicts Among Members

Experiencing conflict within a team is normal, especially since every member has their own personalities and opinions. Hence, the leader is responsible for resolving the issues of the members. It is better to settle the problems before it affects the work. You can resolve the problem by listening to both sides and by giving unbiased opinions, or by offering them a solution which is the best for the two sides.

5. Organize The Team

The productivity of the team depends on the members who are working towards the goal. The team’s leader needs to organize a meeting and discussion to clear and set the project’s goal. Also, communication is the best thing to do to clear out the issues in your team.

Conclusion

Every individual can be a leader, but only a few can be effective. Always remember that being a team leader is associated with different traits and responsibilities, including having a leader’s mindset to achieve and succeed with the project’s goal.

The Internet Of Things, Industry 4.0 and Human Resources

June 24, 2020 by admin

The Internet Of Things, Industry 4.0 and Human Resources

Imagine a future in which any object you could think of would be connected to the Internet, exchanging information with other devices to make your life more comfortable. Stop imagining because that already exists and is called the Internet of Things.

The Internet of things (IoT) is a technological trend that will revolutionize the business processes of companies and society in general and the labor market and the search and selection of the talent.

Refrigerators that detect their content and are in charge of making the purchase alone, mirrors that tell if a person has any symptoms of illness when looking at them or automatic translators that will allow users to understand each other in any language instantly are just some of the possibilities that the Internet of Things (IoT) will offer. The objective of this new technological trend is to interconnect everyday objects to the network digitally.

And although at the moment it is in a developing phase, its future is promising. A recent report from the International Telecommunication Union (ITU) and the manufacturer Cisco points out that the Internet of Things (IoT) represents a significant development opportunity on a global scale that could improve the lives of millions of people and dramatically accelerate progress towards achieving the United Nations sustainable development goals.

IoT Technological Evolution

All this will be possible precisely now because a series of technological conditioning factors that converge in this trend have been intertwined. First, lower hardware costs and the ubiquity of mobile access are facilitating higher device intelligence and seamless connectivity. Therefore, adding a few sensor chips or a wireless connectivity module to a new product is no longer a considerable price increase.

The market for person-to-person communication devices and services in developed markets is beginning to saturate. This saturation makes making machine-to-machine communications the ideal basis to market new devices and provides innovative services to businesses already the citizens.

Immediate Business Repercussions

This technological revolution is going to have consequences in the business world. The Internet of Things opens up enormous opportunities in many economic sectors such as healthcare, the pharmaceutical industry, energy, security, telecommunications, finance, or insurance.

However, the two areas in which the consequences of its application are beginning to be seen more clearly are industrial and transport. According to IDC, both currently hold the highest volume of investment in IoT in 2019, respectively. It is about 151,000 and 71,800 million euros.

Specifically, analysts say that the industrial market will experience the most significant growth in spending in this area. Industry 4.0 has already talked about the proliferation in factories of a good number of devices that optimize the load capacities of production systems based on the price of energy, the adaptation of their production lines, or sensors of consumption.

The opportunities are enormous, and companies must take advantage of this trend to change how they relate to their customers and thus improve the products and services they offer. This will also involve modifying the operation and processes of specific areas such as marketing, activities, or logistics. All this based on a new approach to organizing people that reformulate the concept of value and talent management.

The Labor Market, IOT And Headhunters

This new panorama, therefore, brings with it a direct consequence for the labor market. Thanks to the Internet of Things, the system vital to automate a large number of processes that, until today, were manual will be created.

Now, it is convenient not to see this as a threat, but rather as a transformation of the workforce, where little by little new positions will appear with a greater focus on the analysis and exploitation of information. Thus, skills such as data analysis, decision-making, problem-solving, creative thinking, and effective communication will be commonplace on the candidates’ CVs.

All these presents, from the point of view of recruitment and selection, a real challenge for companies. However, most companies are going for Headhunters to help recruit top talents and executives for these positions created by IoT.

There is already an increase in the demand for talent related to the areas of Big Data, Business Intelligence, data analysis, and innovation and development related to the IoT, to which we must add other technological profiles, which are also booming as programmers. .Net and Java, CRM consultants, and developers of mobile applications and e-commerce.

The next big challenge, of course, is for universities to be able to train professionals according to the profiles that the market needs. For this, related subjects should be taught, and students should be encouraged to design and develop projects in this regard.

Final Words

Internet of Things has other consequences that may directly affect the operation of the Human Resources departments. It is that including its management in the organization’s critical strategic activities requires having tools that allow measuring, monitoring, and evaluating the performance of employees, teams, and positions of responsibility about the established objectives.

Having a technology like Internet of Things, that is capable of providing objective and detailed data on processes, tasks, and operations in real-time and at any time and place, will represent an enormous competitive advantage. Of course, enjoying all of this will only be possible by implementing the latest generation analytical tools that, in addition to monitoring and evaluating current and past performance, allow anticipating possible future scenarios.

The Internet of Things is here to stay, and it is worth preparing for all the new features it will bring in the field of work and human resources.

Logistic Headhunters: Why They Are Essential to the Logistics Business

May 10, 2020 by admin

Logistic Headhunters: Why They Are Essential to the Logistics Business

As millions of moving parts occur daily worldwide, logistics brings order to this chaos by developing and using systems to the most efficient route, and track or deliver packages to anyone anywhere anytime.

Through the years, the logistics and transportation industry has grown at a fast pace. More goods are being moved in highways, oceans, and airways than at any other time in the human history. With the growth of the industry becoming increasingly reliant on developing technology and streamlined communication tools, an increasing hike among human resources and fulfilling the most demanding executive search assignments in the logistics industry have become even more important.

Partnering up with trucking companies, manufacturers, steamship lines, and air freight companies, among others, has allowed logistics headhunters to make their mark in employing a diverse cast of talents in more diverse roles in the industry.

Here are some advantages that you can get when working with a logistics headhunter.

1. Free job placement assistance

A reputable logistics headhunter will never charge any candidate for services offered. If you are ultimately hired for one of those job positions, the company will pay the fees for the headhunter, not you. Logistic headhunters are trusted by companies to make it easier for them to find the “perfect fit” for their job opening.

2. Internal job openings

With an expanded network of connections in the industry, logistics headhunters know about employment opportunities that aren’t even out on online job boards yet. As a hiring authority, companies that have challenging and urgent searches, and candidates who want to start a career path in the logistics industry can highly benefit from a logistics headhunter.

3. Utmost Confidentiality

Whether you are actively or passively searching, or just open to hearing about job opportunities, your logistics headhunter understands you as a candidate and your confidentiality. They offer career solutions without you having to be concerned about your current employer finding out you’re considering other career options or posting your resume on an online job board.

4. Customized Career Search

With their extensive connections and current knowledge of market trends and industry-specific demands, logistic headhunters are extremely thorough for advising on all aspects of a candidate’s job search engagement. A logistics headhunter understands candidate specifications in terms of skills, experience, interests, and all other necessary information to build into a customized career search profile.

5. A Range of Talents

Logistics headhunters often deal with a wide range of opportunities throughout companies, public and private. They source, screen, and qualify the right candidates to present to some of the most demanding companies in the logistics industry. Logistics headhunters will then organize interviews, handle feedback, and submit the offer to the candidate of choice.

Logistics headhunters have remained at the forefront of presenting and working with some of the top talents in the industry. Their process eliminates hundreds of wasted hours finding the perfect employees for a logistics company.

Within nationwide and global reach, working with a logistics headhunter with the experience, expertise, and extensive network of contacts in the industry will help bring more qualified candidates who precisely meet company needs.

If doing it yourself doesn’t add up, leave it to a logistics headhunter.

Logistic Headhunters: Why They Are Essential to the Logistics Business

Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

December 5, 2018 by admin

Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

While supply chains have been playing a crucial role in several industries for many years, it is only in the past few years that supply chain management (SCM) has been treated as a separate strategic branch which can be improved to benefit businesses.

As soon as SCM started receiving its due importance, there began a search for the factors that affect supply chain and its functioning. While factors like inventory control, product design, industry standards, procedure costs, and distribution strategies were some of the few that were initially discovered to abundantly impact SCM, human resource management (HRM) is the latest to join the list.

While there have been a few studies done in the past to understand the impact of HRM on SCM, the research by the Department of Business Administration of University of Barcelona, Spain, clearly pointed out the relationship between the two.

The purpose of the study was to understand the impact of HRM on SCM which in turn also impacts organizational performance (OP) and customer satisfaction (CS), factors which play an important role between SCM outcomes (SCMO) and HRM.

The study used the previously validated structural equation model (SEM) which is based on five attributes including SCM implementation (SCMI), HRM, organizational performance, customer satisfaction, and SCMO. A survey was conducted on the basis of this model and 231 responses were recorded.

The study confirmed the significant impact that HRM, directly and indirectly, has on the SCMI and SCMO. Overall, the study suggests that successful implementation of SCM can not only help improve SCMO directly but it indirectly also increases OP and CS.

These findings make a very strong case for organizations to apply proven HRM practices to their supply chains to improve SCM to an extent where it starts functioning as a competitive edge. While businesses never thought of SCM as something that could be impacted by HRM, understanding the relationship between the two is simpler than it looks.

Working of a Supply Chain

If the complicated terminologies are sidestepped for a minute, supply chains are nothing but people. The entire chain is a group of organizations which work in downstream or upstream flows of services and products to deliver the final product to the customers.

This ‘group’ of organizations can be within a single company where delivery or supplies and production of products occur or can also be a very complex network of 3^rd party suppliers, distributors, sales outlets and service providers. SCM aims to enhance the overall performance of the supply chain along with that of individual firms.

While several organizations have now started recognizing how important SCM is, most of them are yet to understand the fact that successful SCM relies on the people who are part of the supply chain. It is on the basis of the efficiency of the members of the supply chain that the supply chain would function.

There are already several studies that have confirmed that impact of HRM on the performance of the employees. The same practices can be adopted by the human resource department for the people who are part of the supply chain to improve their efficiency and performance.

From recruiting and selection, training and development, to compensation and incentive there are several practices in HRM that can be successfully used to improve the overall SCM.

If all of this is to be said in simple words, it basically means that the performance of the supply chain relies in the hands of people who are part of the chain and HRM is an efficient tool to improve the efficiency of the supply chain members and ultimately improve the supply chain and overall functioning of the organization.

Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

Improving Customer Satisfaction with HRM

While the positive impact on SCM through successful HRM practices is clear now, how the same can also help in improving customer satisfaction as the University of Barcelona study suggests?

This relationship too if pretty straightforward. Supply chains are only as strong as their weakest link. For instance, let us assume that you run a business in the USA and import products from China. You’ve selected an exporter and have successfully moved the products through customs and then to the distribution center sooner than expected.

But what if the distribution center delays the delivery to the customers? Your customers would surely be unhappy and this means that the supply chain of your company has failed. It is not difficult to understand that the retail industry relies mostly on customer satisfaction. In other words, the success of your supply chain has a deep relation with how happy your customers are.

So, you see there is an indirect relationship between HRM and CS too. With the help of successful HRM practices, you can improve your supply chain which in turn will help you improve customer satisfaction. There are a few time-proven ways in which supply chain can be improved for better CS. Some of them are-

Selecting the right transportation partners
Improving logistics planning
End-to-end supply chain analysis
Using technology for improving visibility and tracking inventory
Linking back-end and front-end deliveries
Measuring supply chain performance on a consistent basis

While all of these steps revolve around SCM, HRM is indirectly involved in implementing them and making sure that they deliver the expected results.

Conclusion

HRM was always considered a strategy of managing the workplace culture and environment. It is with the help of studies that its impact on other crucial business processes has come to light. With businesses now focusing on SCM to gain a competitive edge, improvements to HRM seems to be an efficient way to directly improve the supply chain and gain added benefits with respect to organizational performance and customer satisfaction.

With the rising competition across every industrial sector, businesses are now searching for innovative ways to improve their performance. Working on SCM is a new and effective way to not just bring more transparency to the business practices but also improve your reach through better customer satisfaction.

Even the traditional HR practices like recruitment and planning, training, and performance appraisal can be applied to the supply chain in order to attain larger benefits which would help organizations gain significant benefits over time.

How to attract supply chain employers through social media profiles

September 27, 2018 by admin

How to attract supply chain employers through social media profiles

In today’s world, we cannot imagine our lives without social media and recruiters are no exception as well. Recruiters spend enough time on social media like most of us do and they use social media platforms (in addition to job portals) to search qualified individuals for various openings in the supply chain portfolio.

This is the reason why it is imperative for you to have a strong presence on multiple platforms in order to enhance your chances of being spotted on the next drive by supply chain recruiter. You should make it a habit to use social media for your own professional networking and try to present yourself as a consistent ‘brand’ by optimizing your profile.

Here are a few tips to do so in an effective way-

Have your photograph taken by a professional and use as your profile picture in all online platforms
Make sure to use the same handle, name or description across all

your profiles on the social media. For example, if ‘SCM Expert’ is your handle, make sure to place it in all your profiles. If anyone searches for ‘SCM Expert’, your profile stands a good chance of appearing in the first page of his search.

Do set a ‘Google Alert ‘on your own social media accounts to find out what potential recruiters or employers would find if they go through your profile. If you can spot anything negative, correct or delete that piece of information from the profile so that it cannot be obtained through an internet research.
Make sure to use SCM centric keywords with your profile. Identify some of the most used search terms that may be linked to your supply chain qualifications, experience or skill set and incorporate them into each one of your online profiles. For example, if your expertise is in logistics, you may very well include keywords such as 3PL, transportation, intermodal, warehousing and so on.

While doing so, do make sure that there exists a natural flow of these keywords and it does not look to the reader that these keywords are ‘stuffed’ in an attempt to improve the search rankings.

With such a method- your profile stands a very good chance of getting a higher ranking when a recruiter is going through a targeted search for qualified candidates on Google or Linkedin and with a certain keyword or skill.

Some top social platforms for recruiters to search for supply chain talent.

LinkedIn

It is one of the most widely used platforms used by recruiters to search for supply chain talent. Recruiters search for parameters such as years of experience, degrees, skills and other specific keywords and look for potential candidates suitable for their requirements.

In order to obtain maximum benefits, you need to have a complete profile and need to be participating actively in this platform. You may do the following things to show up on the radar of a recruiter-

Comment on articles, contribute to discussions and engage in posts. In this way, you can gain the attention of potential employers and will be able to build your own network in a foreseeable future.
Update your profile on the setting “Open for new engagement/opportunities”. It will invite SCM recruiters to have a look at your profile as they would be aware of the fact that you are looking for new career opportunities.
You should follow the potential organizations you want to work for.It will keep you posted for news items or new job postings for these organizations.
Include yourself in a sizeable number of LinkedIn groups, more precisely, in popular SCM LinkedIn groups.

Facebook

Though Facebook is more popular as a personal or recreational platform to associate with family members and friends, it also provides a useful opportunity for professional networking.

Here are some tips for you to attain maximum advantage from this platform-

Complete the education and work sections of your profile so that potential employers may find it easy to know more about you.
Include yourself in groups related to your industry and experience. You may join facebook groups such as ‘Logistics and SCM professionals‘, ‘SCM Jobs ‘ and so on.
“Like” the pages of your potential employers, target companies or supply chain associations in order to keep track of their news, job postings, related contents, and suggestions.
Make it a point to ‘clean’ your profile and remove inappropriate or negative images and posts that could air a negative impression about you.
Be a regular part of the new job posting platform launched by Facebook.

Twitter

It is another important way to keep track of news and views about the constantly evolving supply chain industry as well as the new job openings. Here are some tips for you to attain maximum advantage from this platform-

Include important keywords( to highlight your expertise) in the Twitter bio to be more discoverable to your potential employers.
Tweet or retweet regularly about news and topics related to your functional area.
Use catching hashtags like #logistics, #supplychain, #manufacturing, #procurement and so on.
Try to follow each and every company on your target list. Some companies maintain separate Twitter handles for tweeting about their upcoming jobs. Always be in touch with these as well.
It is another good idea to use trending social media tools such as Hootsuite. This will help you automate your tweets so that you can optimize your presence on such social media platforms.

How to attract supply chain employers through social media profiles

Websites/Blogs

Blogging is a great way to let your thoughts known to the world. You can express your views or thoughts on topics related to supply chain and highlight the professional skills in an opportune moment. You can make use of WordPress, the widely used blog hosting site. It includes a lot of plug-ins to help you create a highly optimized site.

Conclusion:

By nature, the supply chain industry is built on relationships, networks, and communication and, being ‘social ‘ is the key for you to make inroads and be successful in this industry. Therefore, it is key for you to recognize and use the enormous potential of social media to meet the demands of this evolving industry.

The future of recruitment

April 17, 2018 by admin

The future of recruitment

Can you imagine the world full of machines without a man in the industry? No, right.
Because that is not possible, even if the man has created the machines to work instead of him,
he will be present in the industry, because someone needs to lead all those processes and the
robot will not be capable for that. But why almost everyone is asking what will happen with
Recruiting companies, recruiters and “Hunting good candidates.” We need to be aware of
constant technology changes, that is our present, and it will be our future. Yes, the world is
changing, the industry of 4.0 is tending to that robots replace the human in this field, to
reduce the costs and provide more productivity, but no one is expecting that this all can be
possible without the man involved in it.

Let’s focus now on the recruiting process, so we can discuss later on what will happen with that.
Recruiting process is starting at the moment when your client tells you that he needs someone
new for some position in his company. After that recruiter preparing everything for the deep
search and the process of sourcing will take some time, depending on the position. The recruiter
is someone with many years of experience in the recruiting candidates, and he knows exactly
which candidate profile is ideal for the position. He reads the profile, but in that way he is not
reading the simple sentences he is reading the history of that person, he knows, and he feels all of
those profiles. Yes, he is spending 2 minutes on every profile, but in those 2 minutes he is
scanning that profile, and look at the specific details.

There is one fact and everyone will agree. The crucial fact in the recruiting process is feeling.
The recruiter needs to feel the profile, he needs to think in the same way as candidate, simply
say, recruiter needs to recognize in those simple sentences on the profiles which candidate is
willing to move, what the candidate expects from his future and the most important thing, the
recruiter must understand the psychology of people.

Technology and automation might be leaking into the industry, but recruitment is fundamentally a
social negotiation that needs a human touch. The process might be streamlined, and the work
itself given a facelift but it will remain a social practice at its core.

You can say right now, why I should hire a recruiting agency to find me the right candidate, when
I can do that by myself, or people from company HR sector can do that? The reason is really
simple. Even if there is a lot of platforms like LinkedIn, Job boards, etc. finding a good and
qualified candidate is the process, really hard process, because people are changing jobs quickly,
they are looking for something exciting, new, they are changing jobs more rapidly than ever
before. In the IT sector, you can see that developers are changing jobs on 3, 4 months. Why is
that happening? Because there is a bunch of free online courses, these days you can learn
everything, you can graduate in medicine but you can be a developer. How is that possible?
Simple, you can learn codes, and languages in 1 or 2 months online, after that you just need a
practice and voila you can work as a developer, even if you are a Doctor. Almost the same
situation is in many industries. So, yes you can find the candidate by yourself, but nobody can
guarantee to you that that candidate will stay at your company for a long time and that he/she is
the real expert in his field. Recruiters are doing researches always, they are having a huge base
with right candidates for positions where they are expert, they are in constant communication
with right candidates, and they know which candidate is right for every position, they just feel
that. That comes with years and years of experience. Many corporations believe in the choice of
and when recruiter say this guy is one for this position that is of, he gets the job.

Organisations will seek Recruitment agencies till the time there are people coming in and.
Business will be their CORE and till the time you have been handling a support function why not
continue using them. With a tightening candidate pool and all the uncertainty around European
limitations, agencies will be a lifeline to accessing talent.
So, yes we think that recruitment processes will always stay in the domain of because we are all
humans, and even if the machines will replace in some industrial processes, there will always be
human to develop and manage those processes.

[kkstarratings]

How to recognise a good headhunting company?

April 10, 2017 by admin

How to recognise a good headhunting company?

The process of hiring a new employee isn’t easy. The more skilled worker is required the harder is to find the right candidate. The difficulty in recruiting is the prime reason why more and more companies decided to hire professional headhunting companies that would do that work for them. Unfortunately finding the right recruiting agency might proof to be as difficult too. There are plenty of advice guides online for people who are looking for work on how to handle communication with recruiting agencies. Unfortunately, there are next to none on how to approach headhunting companies as a company owner when we are looking to hire an employee. Deciding upon a company that we are going to collaborate with to find the right person for a job vacancy can have an impact on the future of our business. Having this in mind, how shall we select a recruiting agent? How can we recognise if chosen headhunting company is worth our time? In the first place we should take into consideration the below aspects:

#1 Experience

If we are looking for skilled worker we should choose a recruiter that specialises in finding people for such positions. Not only will it speed the process of explaining our needs to the headhunter. Such person might already have connections that will allow him to find appropriate employee faster than other agencies. Also, having experience in the field the recruiter might be able to suggest to us what we can require from a new worker and tell us if our expectations can be met. Not without significance is a work experience of the recruiter. Longer the person works in his field, better he knows how to access right candidates.

#2 Engagement & Communication

When we are collaborating with a headhunting company, we should be confident that they are fully engaged in finding an employee for us as soon as possible. Such agency must also respond to our requests in a timely fashion. To find a right candidate for the job a recruiter must first get to know a company, only then he might suggest an employee. If your business is very specific, a visit to your headquarters might be in order. You must remember that new worker must not only present right skill set but also be a right fit on the personal level. Choosing a person with matching the character to our current employees will assure smooth collaboration.

Communication is also the key to success. If you feel that recruiting company that you hired is not listening to your requests or suggestions, or cannot answer questions you might have, chances are that they might select an unsuitable candidate.

#3 Referrals

A good headhunting company that is on the market few years should have plenty of satisfied customers who will be more than happy to share their experience and opinion about the recruiter with others. References can be usually found on recruiters’ social media sites such as Facebook or LinkedIn. Also, references often are placed on the websites in forms of letters or recommendations from previous customers.

Do I need a Lean Manager at my company?

February 23, 2017 by admin

Do I need a Lean Manager at my company?

Most of the time the answer to this question is YES. Of course, whether you need a Lean Manager or not depends on the type of your company but generally, such person proves to be useful and beneficial for most businesses.

If you not sure that you want to hire such an employee please read through. For people like you, we decided to write a short job summary of a Lean Manager. If, after reading this article, you decided that you do need a person like that in your company, give us a call.

What does a Lean Manager do?

The answer is short: he saves you and your company money. A successful Lean Manager should be able to change company’s operations in order to maximise its productivity and efficiency. Such person should also know how to use your business’s assets to the best advantage. Applying changes to company’s processes ordered by Lean Manager should generate savings. As we talked previously, Lean Management can be applied in various fields of business, from administration to production. Therefore not only a factory would need to hire a Lean Manager, a company that offers service should also consider hiring such person. You must remember that the outcome of a Lean Manager’s work is not only savings but also increase customer’s satisfaction.

Give the time to change

Many companies’ owners are very eager to see the changes right away. They expect immediate results and spectacular saving. The truth is that a Lean Manager needs time to introduce practices that will bring such saving. Therefore first his task is to carefully observe a day-to-day operation of the company. Once he becomes familiar with all processes he may begin forming a plan of improvement. Again, generally, such plans require time to implement and take full effect. Often a Lean Manager restructures the entire company. Such changes cannot happen overnight.

Enjoy results

Not only successfully implemented plan of restructuring will bring savings, it should also make all operations smoother and faster. The increase of costumer’s satisfaction is also a product of a Lean Manager’s work. And higher customer’s satisfaction with lower operation costs is what every company aspires to achieve.

As professional headhunting company that specialises in the recruitment of Lean Management specialists we often see that t
he right person as a Lean Manager can generate for a company far greater saving than what is his salary.

A Lean Manager for your company

If you decided you need a Lean Manager at your company please give us a call. Looking carefully at your company we can find a right person for you.

Führungskräfte Headhunter- Talente anheuern – ganz ruhig, es ist nur ein Interview

November 11, 2016 by admin

Personalberatung Führungskräfte – Talente anheuern – ganz ruhig, es ist nur ein Interview

Es ist allgemein bekannt, dass Interviews stressig sind. Jeder Kandidat nimmt sich Zeit, sich darauf vorzubereiten. Sie denken die Fragen durch, überlegen sich die Antworten und recherchieren die Firma, die möglicherweise ihr neuer Arbeitgeber ist. Aber wenn Sie auf der anderen Seite stehen und das Interview durchführen, sollten Sie sich auch vorbereiten. Um Ihnen bei dieser grauenvollen Aufgabe zu helfen, haben wir uns entschlossen, eine Reihe von Artikeln über die Kunst des Interviews zu schreiben. Bevor wir uns dem eigentlichen Interview widmen, sehen wir uns einige Details an, um die Sie sich im Vorfeld kümmern sollten.

Vorbereitung vor dem Interview

Es mag offensichtlich erscheinen, aber manche Interviewer vergessen die Grundlagen. Zu allererst, sagen Sie am Empfang wegen den Interviews Bescheid. Stellen Sie sicher, dass der Kandidat bei Ankunft zu einem geeigneten Raum gebracht wird wo das Interview stattfindet und dass Sie benachrichtigt werden. Es ist nicht der beste Eindruck für den Kandidaten, wenn er sich nicht willkommen fühlt. Denken Sie daran: So sehr Sie auch den perfekten Angestellten finden wollen, es liegt trotzdem auch an der anderen Person, Sie als Arbeitgeber zu wählen.

Wählen Sie einen ruhigen Ort, um das Interview durchzuführen. Meiden Sie betriebsame Orte, wo Sie leicht gestört werden können. Behalten Sie außerdem im Kopf, genug Zeit einzuplanen, sodass Sie nicht durch die Fragen rauschen und Ihren zukünftigen Angestellten hetzen.

Studieren Sie die Kandidaten

Es ist heutzutage sehr beliebt, Kandidaten, die zu einem Interview eingeladen wurden, auf den Sozialen Netzwerken zu recherchieren. Wenn Sie sichergehen möchten, dass Ihr potentieller Angestellter kein Party-Tier oder ein Großmaul ist, können Sie ihre Profile auf Facebook, LikedIn oder anderen sozialen Medien überprüfen. In jedem Fall müssen Sie sich den Lebenslauf ansehen, bevor Sie jemanden treffen. Überprüfen Sie die Fähigkeiten und den beruflichen Werdegang. Sie können den Lebenslauf als Grundlage Ihrer Fragen verwenden.

Stellen Sie sicher, dass Sie alle Fragen vor dem Interview bereit haben. Andernfalls könnten Sie nach dem Interview herausfinden, dass Sie etwas vergessen haben zu fragen, das Ihnen wichtig war. Die Fragen sollten so gestaltet sein, dass sie Ihnen helfen, mehr über jeden Kandidaten zu erfahren. Sie können also individuelle Fragen stellen aber vergessen Sie nicht, eine Reihe von Fragen zu haben, die Sie jedem Befragten stellen, um in der Lage zu sein, ihre Antworten zu vergleichen.

Sie sollten auch eine detaillierte Beschreibung des Jobs für sich vorbereiten. Listen Sie alle notwendigen Fähigkeiten, sowie zusätzliche. So wird es für Sie während des Interviews leichter zu überprüfen, ob der potentielle Angestellte alle Fähigkeiten hat die erforderlich sind, um dem Job gewachsen zu sein.

Während des Interviews

Sie können ein Interview mit einigen Eisbrechern beginnen. Bieten Sie Kaffee an, um die Atmosphäre zu lockern oder fragen Sie, ob Ihr Gesprächspartner Schwierigkeiten hatte, das Büro zu finden. Bevor Sie die Fragen durchgehen, denken Sie bitte daran, den Job für den Kandidaten zu skizzieren. Stellen Sie das Unternehmen in einigen Worten vor und bringen Sie in Erfahrung, ob es offene Fragen oder zusätzliche Informationen gibt, die der Kandidat benötigt.

Es ist wichtig, dass Sie während des Interviews nicht die Konversation übernehmen. Unterbrechen Sie den Kandidaten nicht, geben Sie ihm Zeit, Antworten auf Ihre Fragen zu formulieren. Denken Sie auch daran, ihn nicht mit Fragen zu überhäufen. Üblicherweise sollte man in einem halbstündigen Interview zwischen vier und sechs Fragen stellen. Wenn die Unterhaltung ungefähr eine Stunde in Anspruch nimmt, können Sie bis zu zwölf Fragen stellen. Geben Sie außerdem dem Interviewten die Möglichkeit, Fragen zu stellen.

Stellen Sie sicher, dass Sie den Kandidaten am Ende des Interviews wissen lassen, wie die nächsten Schritte der Anwerbung aussehen. Lassen Sie den Befragen wissen, wann er oder sie Rückmeldung erwarten sollten und wann Sie planen, die finale Entscheidung zu fällen.

Wenn Sie wissen möchten, welche Fragen Sie während dem Interview stellen sollten, lesen Sie nächste Woche unseren Post.

How to interview a candidate – The art of asking questions

November 8, 2016 by admin

How to interview a candidate – The art of asking questions

Questions concept

If you are a small business owner, you must have hired workers in your life. If you want to grow your company you cannot do it without good and competent employees. But how to pick them out from all potential candidates applying for the positions? Being able to conduct a successful and meaningful interview isn’t as easy as one might think. It is not enough to look at one’s CV and decide whether he will be best for the job. In today’s world soft skills are as important as experience and education. To help you with this impossible task we decided to write a series of articles about the art of conducting an interview. This week we’d like to help you out with the interview itself. We look into the questions that should or shouldn’t be asked during the interview.

What is the right question?

According to top interviewers, we can distinguish 3 types of questions: standard questions, investigative questions and bad questions. Standard questions are asked to compare all candidates against each other. These questions are probably as old as the hills, however, they are proven to be useful. Even if some interviewees have scripted answers.

What are your main motivations?
What attracted you to this position?
What are your main strengths and weaknesses?
What were the responsibilities of your last position?

These are samples of standard questions.

Investigative questions allow the interviewer to learn more about a candidate. You can find out more about competencies of the prospective employee, his or hers ability to cope in a new role: knowledge of the company, languages, or software if such is required. Some of the best investigative questions will allow you to find out about goals achieved by the candidate and his, or hers work accomplishments. Not only you find out whether the person is goal –oriented and focused. You also discover what that person considered to be a great achievement in the workplace.

Other investigative questions include questions, such as:

What’s the biggest decision you’ve had to make in the past year?
What management styles do you work best under?
What has been the biggest challenge in your career?

Be aware of the bad questions

There is a phrase that says that there is no such thing as a stupid question, however, there is such thing as bad questions. Even more, there is such thing as unethical or illegal questions. Every interviewer should remember that is not allowed to ask about personal matters, such as age, gender, race, religion, sexuality or disability. Every candidate should be evaluated on the basis of what they represent professionally.

Generally, bad questions are these which don’t bring much concrete information about the candidate but can potentially bring the whole conversation off track. You might be a bit surprised but very popular question, “tell me about yourself”, is among them. This inquiry is too general. As an opening can lead to the topic of conversation we are not interested in. Let’s also not forget, that is not a question. It is understandable that we want to learn more about the candidate, but we should make our questions more specific and ask about things we are actually interested in, like: what made you choose this career path?

Where do you want to be in five years? If you were an animal, which one would you be? What can you do for us that others can’t? – these are just a few of bad questions you should stay away from.

Also, please remember not to bring the topic of salary in the middle of the interview. Generally, this topic is quite sensitive for candidates, and can easily throw them off during the conversation. Wait with this question to the end of the interview.

Keep it simple

Conducting successful interview isn’t a simple task. It takes years to learn how to ask correct questions and assess candidates. If you decided to take this dreadful task onto your shoulders, please remember to avoid bad questions. Also, before you meet with a candidate try to think what you want to find out and what is important to you. On this basis work out your questions. Don’t make the questions too difficult or sophisticated.