If you rev up GoToMeeting on a regular basis or communicate with coworkers and clients via Skype, this blog post may be for you. A virtual meeting is no less formal than a face-to-face meeting and should be treated as such. Here are some tips to consider next time you turn on the webcam at work.
Check your background. If you’re a professional, you probably don’t need to be told to remove anything offensive from your background, but anything distracting goes as well. Do you have something flashing in the background or people walking around? Try to angle your webcam away from whatever might be moving in the background so that you are shown against as clear and as tidy a background as possible.
Know your technology. We often tell candidates participating in virtual interviews to check their webcam and microphone technology as well as their Internet connection. It doesn’t hurt to do the same for a virtual meeting, especially if you rarely conduct them.
Keeping in mind that every communication made on behalf of your organization makes an impact on its perception to others, HR professionals should take extra care when communicating with unsuccessful applicants after an interview process. Sending out rejections is often the last step of the recruitment process for busy hiring managers; however, it is important to take this opportunity to build goodwill with the candidates and leave them with a good impression of your company via the rejection letter.
• Keep it timely. Send the rejection letter within a reasonable amount of time after you have determined the candidate will not be hired. Candidates appreciate not being left wondering for weeks whether they will be offered the job.
• Be direct, but gracious. Begin the letter by warmly thanking the candidate for considering your organization for their next career move. Then get right to the point, remembering to extend a compliment, if you can. For instance, “While your background and qualifications are quite impressive, we have selected another candidate for the position.”
“Overqualified.” This is a term that everyone has heard of, but is it something that HR even considers these days? Unfortunately, no, but maybe it is time to look at so-called overqualified people in a different way. There are many reasons why a person with a lot of experience and/or qualifications might apply for a job that they appear overqualified for:
– Changing careers
– After a lay-off
– After completing a contract position
In these situations, job seekers may be fearful that they are taking a step down in their career path, earning less money, and could be bored with reduced responsibilities. For these reasons, many HR professionals choose to not consider these candidates, expecting turnover. However, many HR professionals are now looking at this differently: either you are qualified, or you are not.
Is a curmudgeon creating a conundrum at work? You know every workplace has at least one – the bad-tempered, complaining, irritable, negative, grudge-holding office grouch. You can hear their groans when there is an invitation to a company event or even when they’re asked to sign a birthday card. You must drag them out of their office to join coworkers for lunch. Change is inevitable, but a new office policy, product, or alteration in plans can really set them off.
We’ve heard the concept that your worst enemy can be your best teacher. Enemy may not be an entirely appropriate word to describe the grouch (perhaps annoyance is better), but you get the idea. You can learn from people that you find the most bothersome.
NEWS ALERT: Curmudgeons can be valuable to an organization.