Josephine's Personnel Services, Inc.

HR Trends for 2015

August 19th, 2014

Human resources is a constantly changing, ever-evolving field.  I know it’s August but that doesn’t mean we can’t look ahead to 2015.  The New Year will bring with it new ideas.  Let’s take a look at the five biggest HR trends for the coming year.

1.  Making Data Personal

At its core, HR is the practice of understanding and helping people.  Data plays a major role in hiring new employees but numbers don’t tell a story.  HR professionals are learning to combine their analytic tools with a more nuanced understanding of each employee.  This interplay builds a stronger, more community-oriented workplace where every individual feels valued. data HR

2.  Generational Diversity

HR has been leading the way in creating a diverse workforce.  However, the knowledge gap between younger and older employees is still an issue.  One of the more interesting trends is reverse mentoring whereby a younger employees helps an older one learn new technologies.   Read the rest of this entry »

Professional Resume: 3 Things to Include

August 12th, 2014

In today’s online world, the resume takes a new role when it comes to impressing employers. While many executives have a general expectation of what a typical resume should look like, it’s important to grab their attention with subtle differences that make your resume pop. In order to create a professional resume that is appropriate for your field, we’ve come up with three essentials to include. resumes

3 Things to Include on a Professional Resume 

1. State A Clear Objective

It’s easy to lay out a general objective that covers a wide array of jobs and opportunities. At the top of your resume, write a clear and specific objective that matches the job you are applying for. Employers don’t want to see another general resume that could work for anything; they want to know why this job specifically grabbed your attention.

2. Use Appropriate Key Words 

A great way to tailor your resume to a specific job is to use keywords that are included in the job description. If an employer were to look at your resume next to the job description, they would relatively match. Show how your experience meets the qualifications desired of the position and you will make the interview process fairly easy.  Read the rest of this entry »

On the Job: Creating a Work-Life Balance

July 30th, 2014

“The idea that everyone needs to work frantically to meet people’s needs is just not true.” – Larry Page, Google The concept of a work-life balance has always existed; however, the most recent generation to join the workforce is insistent on it. Millennial employees are determined to work for a company that understands that they are not just cogs in a machine producing product, but instead, real people who have lives outside of work. work life balance While some businesses have taken to the four-day work week to allow for more personal time, others have simply started incorporating “development periods” to ease the stress of five day work weeks. Targetprocess is one of these. CEO Michael Dubakov has created a program that allows employees to devote the last day of the week to development activities. He calls it “Orange Fridays.” His employees use this day to participate in online courses, read articles or try out new things that they have an interest in. Some even, “form development teams and work on various products like mobile apps and games,” says Dubakov. “It is time during the week that people can dedicate to learning or interesting projects that they normally wouldn’t have time to do.”  Read the rest of this entry »

Job Interview: 5 Steps to Hire the Best Candidate

July 15th, 2014

Nothing is more discouraging in a job interview than to be judged and deemed “unfit” for the job minutes into the discussion. When it comes to interviewing strangers, the “incompetent until proven worthy” system leaves little wiggle room for top talent that isn’t getting the chance to show their skills. Instead, mediocre employees with namedrop-worthy networks land the job simply because they know people.

So how do you level the playing fielddvsd

Instead of a, “Tell me what your weaknesses are,” approach, try your next job interview using performance as a base and a detailed job description as your guide to hire true talent.

5 Steps to Hire Top Talent 

1. Make a proper introduction. 

The purpose of this introduction is to take control of the job interview and find out what the candidate’s true motivation is for finding a different job. The “why” is more important than the “what” here because you have to be able to see the potential as well as the demonstrated ability to live up to that concept. Give a quick overview of the job, and then ask the candidate to respond with a quick overview of their skills that are relevant to specific requirements of the job.  Read the rest of this entry »

Bad Bosses, Part 2: 10 Personality Traits of a Horrible Boss

July 8th, 2014

Last week, we explored ten personality traits that make a great boss. While many people in leadership positions may say they possess such qualities, they may be misinterpreting their actions. The best way to fix a problem is to first identify what the issue is, and when it comes to bad bosses, these personality quirks are something to be on the lookout for.

10 Personality Traits of a Horrible Boss infographic-horrible-boss

1. Controlling 

Everyone has had a controlling boss at some point in their career. While many bosses may feel that they are simply setting a high standard and want things to be done correctly, being controlling can have the opposite effect and cause employees to feel constricted and not good enough.

2. Indecisive 

If employees can’t count on their boss to make a decision and stick with it, they will lose trust in leadership very quickly.

3. Resistant to Change 

In today’s four-generation workplace, Baby Boomers and Millennials are often butting heads over the concept of change. Terrible bosses are stuck in their ways and very resistant to new ideas and different ways of doing things. If there’s no room for change, there’s no room to grow.

4. Micromanaging 

When bosses micromanage, things can get ugly. If an employee doesn’t believe that their boss believes in them, they will stop believing in themselves.

5. Leadership by Fear 

Bosses who use fear as a way to motivate employees will not see success.  Read the rest of this entry »

Bad Boss Series, Part 1: 10 Personality Traits of a Great Boss

July 1st, 2014

No one in a leadership position steps into an office and thinks, “I’m going to be a really terrible boss.” In fact, most of the time, leaders start out with great intentions to improve overall management and build a strong team. Unfortunately, that doesn’t always go as planned and frustration, miscommunication and unmet expectations turn good intentions into a “bad boss” reputation.

The truth is that being a great boss requires some strong personality traits. While everyone certainly has their own unique personality, it’s critical to adopt some new traits that will help you become a boss that shows excellent leadership and management skills. Watch your head

10 Personality Traits of a Great Boss 

1. Honesty 

No one appreciates being lied to, especially by someone they look up to or who is in a leadership position. Be honest with your employees, even if the truth stings a bit.

2. Positive Thinking 

A lot of bosses have the tendency to think negatively and be pessimistic about the details. That method of leadership only leads to a negative atmosphere where fear is the driving force. Use the power of positive psychology to create a cheerful atmosphere.

3. Inspirational 

All employees need inspiration. Be that inspirational leader that encourages them to push past their limits and execute their passions.

4. Delegation 

You know when to leave your employees alone. Don’t be tempted by micromanagement.

5. Balanced 

It’s important to have a great work and life balance. Maintain one for yourself and allow employees to do the same.

6. Humble 

As a manager, you are there to help your team succeed. Give credit where credit is due and step out of the spotlight.  Read the rest of this entry »

Generations in the Workforce, Part II: Management & Engagement

June 24th, 2014

In a recent study, 39 percent of Americans planned to retire at age 70 or not at all. This used to be unheard of in the workforce as most generations had originally planned to be happily retired no later than age 65. While some say they simply enjoy working, most people have stated their continued presence in the workforce is due to financial reasons. Nevertheless, this new trend has put four generations in the workplace at once and management is struggling to keep everyone engaged.

When it comes to the management of multiple generations, Deloitte recommends these five guiding principles: management of generations

  1. Embrace flexibility
  2. Foster collaboration
  3. Provide technology
  4. Develop talent
  5. Establish methods of evaluation

Now let’s take a look at specific tactics that can be used at each level to fully engage, motivate and correctly manage each of these generations.


Born during the hard times of the Great Depression, members of this generation are often deemed inflexible because of their hard working attitudes and traditional ways. Praise and recognize them for their hard work verbally and publicly. They will not respond well to shout-outs via social media or a flexible working schedule. This generation also doesn’t need to be micro-managed but does expect their manager to be on top of things and correctly inform them of expectations.  Read the rest of this entry »

I Quit! 5 Signs It’s Time to Leave Your Job

June 10th, 2014

When it comes to quitting a job, too many people make excuses to stay instead of simply walking out the door. While it is true that everyone does have bills to pay, the phrases “I hate my job,” “I wish I could quit,” and “My boss is the worst,” are good indicators that it’s time to say goodbye. According to a report by Statistics Canada, six in ten highly stressed workers identified work as their main source of stress. It’s simply not worth it.

Still unsure? Here are some telltale signs it’s time to quit your job and move on. quit your job

5 Signs It’s Time to Quit 

1. There’s No Opportunity for Growth 

Does it feel like you’ve reached as high as you can in the company? Are work policies preventing you from taking on more responsibility? If it feels like there isn’t a clear path of growth in the company, don’t waste your time trying to create one. Get out and apply your skills in a place where you will be constantly learning.

2. Everyone is Leaving

Have you attended a going-away party once a week for a few months now? Is everyone else updating their resume and creating great LinkedIn profiles? If other people who are unhappy are getting out, take it as a sign that there is something better out there much more suited to what you want to do. Ask the departed why they moved on and what they’ve found. You might have something in common.  Read the rest of this entry »

Leadership in Management Series, Part II: Team Building

May 27th, 2014

We began our leadership in management series last week by introducing three skills that every manager should have. This week, we continue the lessons in leadership, particularly in the area of team building.

As any good manager would know, leadership is about coaching a team to work together and produce results that take the leader out of the spotlight. As Sam Walton says, “Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.”  leadership

4 Leadership Skills to Create Successful Team Building

1. Be a developer, not a fixer.

It is not a leader’s job to fix anyone. Instead, use leadership as a way to develop and facilitate the learning process of the individuals on the team. Identify the team’s strongest assets and place members in those positions they are most fit for. Sure, it may take some coaching and patience, but it is the manager’s job to propel an individual forward and let them discover their talents. It is the development that will most prove how strong the team is. Read the rest of this entry »

5 Job Search and Resume Mistakes

May 13th, 2014

While some may think that the job search is easier than ever thanks to technology, the truth is that it has become quite difficult and robotic. It is rarer for people to walk into buildings and introduce themselves along with their resume and application. Instead, applicants are performing their job search at a computer and simply hitting the “Send” button. How does that set you apart from the rest?

The biggest problem about bad job search and resume habits is that there is a high possibility that you aren’t even aware that you are making mistakes. The old saying, “What you don’t know, won’t hurt you,” is not appropriate in this case; on the contrary, what you don’t know might cost you the job.

Are you focused in your job search?

Are you focused in your job search?

5 Job Search Mistakes You Might Be Making 

1. Relying on your resume to land you the job. 

As stated earlier, simply handing in the same resume and only slightly tweaked cover letter has become the status quo. So many people are competing for jobs these days, and while they may not have the personable skills that you do, their resume might look better. More likely, someone else is taking the time to write a specific cover letter or personally call and/or visit the office to talk directly to the hiring manager.

2. Filling your resume with light facts instead of hard accomplishments, success and skills. 

Job searching is stressful and it can be exhausting; it’s not normal for someone to have to sell themselves on a daily basis. Have your resume do some of that work for you by stating professional accomplishments, actual success numbers and critical skills that you have learned. This will help you more than “Microsoft Office savvy” or “Excellent customer service.”  Read the rest of this entry »