Starting a new job can be exciting, but it can also be a source of stress, especially if you are not prepared to dive into your new job full speed. There is no doubt your new company wants you to get acclimated to your new surroundings and responsibilities as quickly as possible, and we know you want to prove you are the right person for the job.
Financial leaders no longer operate in a vacuum and are essential players in your company’s overall business strategy. This means that they must also have the strong leadership qualities to thrive in today’s business landscape – and many of these qualities have nothing to do with numbers.
Having a competitive compensation structure will not only help you attract the best talent, it can also motivate your team to perform better, help you achieve organizational goals, and lower your turnover rate.
Incentive programs set goals and performance standards, make you an attractive company to work for, and help shape a strong organizational culture. The key is to offer the right incentives. Sure, free lunches, company swag, and tickets to events are great, but the key is to use incentives that have a long term impact.
For User Experience Designers, your portfolio is your number one tool for showing potential employers the work you’ve accomplished and the skills you bring to the table.
On the flipside, if done incorrectly, your portfolio can also be you what turns an employer the other way.
As a recruiter in this space, there’s nothing more unfortunate than meeting a strong UX designer who’s portfolio doesn’t effectively showcase their capabilities. To make sure this isn’t you, here are some high-level tips to help you develop an effective UX portfolio:
IQ PARTNERS is proud to be named a PROFIT 500 Fastest-Growing Company by Canadian Business and PROFIT for the fourth time. Published in the October issue of Canadian Business and at PROFITguide.com, the PROFIT 500 ranks Canadian businesses by their five-year revenue growth.
We created a seven step guide to recruiter-proof your business using research and first-hand interviews with top companies like Google, Deloitte, LoyaltyOne, TD Bank, and Achievers. Each month we’ll share a little from each of the seven steps. This month: why it’s important to create a culture of transparency and seek employee feedback!
A lateral hire is someone hired “from the side”, meaning at the same experience and wage level as their previous job. As most hiring managers and HR professionals know, luring a top candidate away from their current job to one with the same salary and title can require a bit of finesse. Here are my top tips on how to complete a successful lateral hire, starting from the first point of contact, the job posting.
Perhaps you’re late to the interview, you haven’t had a chance to review the candidate’s resume, or you call him “Dan” instead of “Derek”. This is a senior level position, Derek is a seasoned professional and you can tell he’s annoyed.
The best thing you can do is apologize and be upfront. Say something along the lines of, “Please excuse my tardiness, you’ve caught me on a bad day. Would you like to reschedule or are you okay to continue?”
