Smart Questions to Ask at the End of a Job Interview — and Why They Matter

 When you reach the end of a job interview, you’ll often hear the familiar question:

“Do you have any questions for us?”

This is more than just a polite formality — it’s a chance to show your curiosity, professionalism, and strategic thinking. The questions you ask can reveal how prepared you are, how well you understand the company, and whether you’re truly the right fit for the role.

Below is a comprehensive list of smart questions to ask at the end of an interview — and the reasons behind them.

 

About the Role

1. What does a typical day look like in this position?
   → Shows genuine interest in daily responsibilities and helps you picture yourself in the role.
2. What are the key priorities for this role in the first three to six months?
   → Demonstrates focus on goals, performance, and how you can make an early impact.
3. How do you measure success in this position?
   → Highlights your commitment to results and accountability.
4. Can you describe the team I’d be working with?
   → Gives you insight into team dynamics and collaboration styles.

 

About the Company and Culture

5. How would you describe the company culture?
   → Helps you understand values, environment, and whether it aligns with your personality.
6. What do you personally enjoy most about working here?
   → Builds rapport and gives you an authentic glimpse into employee satisfaction.
7. How does the company support diversity, equity, and inclusion?
   → Shows awareness and alignment with modern workplace values.
8. How has the company evolved in the past few years?
   → Indicates interest in growth, stability, and strategic direction.

 

Career Development and Growth

9. Are there opportunities for professional development or training?
   → Demonstrates your motivation to grow and add value over time.
10. What career paths have other employees in this role followed?
    → Helps you visualize long-term potential and internal mobility.
11. Does the company offer mentorship or coaching programs?
    → Signals your desire to learn from others and improve continuously.

 

Work Environment and Expectations

12. How does the team typically communicate — meetings, emails, tools like Slack?
    → Gives you an idea of workflow, communication style, and structure.
13. What is the company’s approach to work-life balance or flexibility?
    → A respectful way to learn about work hours, hybrid policies, and culture fit.
14. Are there any current challenges the team is facing that this role would help solve?
    → Shows initiative and problem-solving mindset.

 

Performance and Feedback

15. How often are performance reviews conducted?
    → Helps you understand the feedback process and expectations.
16. What’s the company’s approach to employee feedback and recognition?
    → Reveals how communication flows and whether the company values employee input.

 

Next Steps and Fit

17. What are the next steps in the interview process?
    → Shows organization and continued interest in the opportunity.
18. Is there anything in my background or experience you’d like me to elaborate on?
    → Gives you a chance to clarify doubts and reinforce your strengths.
19. How does this position contribute to the company’s overall goals?
    → Demonstrates a big-picture mindset — you care about impact, not just the job.

 

Pro Tip: Always Tailor Your Questions

Don’t ask every question on this list — instead, choose 3–5 that feel most relevant to the role and company.

Avoid asking about salary or vacation time at this stage unless the interviewer brings it up.

Your closing questions should leave a positive, professional impression that you’re thoughtful, self-aware, and serious about contributing.

 

Final Thoughts

Asking smart questions at the end of your interview isn’t just polite — it’s strategic. It positions you as a proactive candidate who thinks beyond the surface and values meaningful work.

Remember: interviews are a two-way conversation. You’re not only being evaluated — you’re also deciding whether this company is the right place for your growth and happiness.

 

Why Hiring Older Employees Is a Smart Move in Today’s Job Market

Let’s face it—today’s workforce looks very different than it did even five years ago. Younger employees, particularly Gen Z and Millennials, are changing the way we think about work. They want more flexibility, less structure, and greater work-life balance. And while that shift brings innovation, it’s also leaving many employers struggling to find reliable, committed team members.

That’s where older employees come in—and it’s time we start seeing them as a key advantage, not a last resort.

Here’s why hiring older professionals could be one of the smartest HR moves your company can make right now.

1. They Bring Experience You Can’t Train

Older workers have decades of on-the-job experience. They’ve handled crises, adapted to industry changes, and solved problems younger workers haven’t even encountered yet.

That kind of experience leads to better decisions, fewer mistakes, and mentorship opportunities that benefit your entire team.

2. Reliability and Work Ethic? Check.

Many employers today are frustrated with high turnover, missed deadlines, or employees who "quiet quit." Older employees often bring a different mindset. They show up. They follow through. They take pride in their work.

In short: they bring the kind of consistency that’s harder to find these days.

3. Lower Turnover = Lower Costs

Recruiting and onboarding are expensive. So is constantly training new hires who don’t stick around. Older employees tend to stay longer in roles. They’re often looking for stability, not a stepping stone.

That means less churn, more continuity, and better ROI for your hiring efforts.

4. Built-in Mentors

Need to level up your junior team members? Pair them with experienced staff. Older employees are a goldmine of knowledge, and many are more than happy to mentor the next generation.

It’s one of the best ways to build a collaborative, learning-focused culture.

5. They’re Still Eager to Learn

There’s a common myth that older workers resist change or don’t want to learn new technology. Not true.

In fact, those choosing to stay in the workforce are often proactive, adaptable, and excited to keep learning—especially if it keeps them competitive and engaged.

6. Soft Skills That Matter

Things like communication, emotional intelligence, and professionalism often take years to develop. Older employees usually have them in spades.

They’ve been through performance reviews, team conflicts, client presentations—you name it. These interpersonal skills help keep teams strong and customers happy.

7. A More Balanced Team

Bringing together multiple generations in one team leads to more innovation, better problem-solving, and broader perspective. Younger workers bring fresh ideas. Older workers bring context and clarity.

It’s not either-or—it’s both.

Final Thoughts: Don’t Overlook the Experienced Candidates

As younger workers continue to reshape how work happens, companies need to be just as intentional about who they’re hiring. Older workers bring value that’s often underappreciated in today’s fast-moving job market.

So next time you're reviewing resumes, don’t discount that candidate with 25+ years of experience. They might just be exactly what your team needs.

Looking to build a strong, reliable, and experienced workforce?

Start by rethinking your hiring strategy—and give older professionals the seat they deserve at the table.

What Can HORECA Businesses Do When They Can’t Find Good Employees?

In recent years, the HORECA industry has been facing a growing challenge: a shortage of reliable, motivated workers. Whether it’s due to changing work expectations, competition from other sectors, or burnout post-pandemic, many businesses are struggling to recruit and retain staff who are not only skilled but also committed.

So, what can restaurants, hotels, and cafés do when the traditional hiring channels no longer work? Here are concrete solutions that forward-thinking businesses are using to attract better talent and build more sustainable teams.

1. Rethink Compensation — It’s Not Just About Money

While competitive pay is essential, especially in a labor-intensive industry, it’s not everything. Employees today look at the total value of a job.

Offer:

• Fair base salaries, with transparent raises based on performance or tenure.
• Non-monetary perks, such as:
• Free meals during shifts
• Paid breaks
• Transport subsidies
• Health insurance (even basic packages)

A small investment in benefits can go a long way toward showing employees that they are valued — not just replaceable.

2. Promote Work-Life Balance

Long, late hours and weekend shifts are part of HORECA life, but burnout is a major reason people are leaving the industry. Consider:

• Shorter shifts or split shifts
• Fixed schedules, rather than constant changes
• Allowing some input into shifts, especially for students or parents

Respecting time off and avoiding last-minute scheduling changes shows respect — and earns loyalty.

3. Invest in Training and Career Growth

Many potential employees avoid the HORECA sector because they see it as a “dead-end job.” Change that perception by:

• Offering on-the-job training
• Providing a clear path for promotion (e.g., waiter → supervisor → manager)
• Encouraging skill-building, such as wine knowledge, customer service training, or language courses

Employees who see a future in your business are more likely to stay and grow with you.

4. Rethink Hiring: Look Outside the Box

If you’re only hiring people with experience in HORECA, you may be missing out on great talent. Consider:

• Hiring people from other industries who have transferable skills (retail, events, customer service)
• Recruiting from underutilized populations: retirees, students, people returning to work
• Offering internships or apprenticeships for younger workers

Soft skills — attitude, work ethic, reliability — often matter more than perfect experience.

5. Build a Culture That Retains Talent

Even if you hire the right people, you’ll lose them if the culture is toxic or exploitative. Make sure your workplace is:

• Respectful and inclusive
• Free of harassment, favoritism, or unsafe conditions
• A place where feedback goes both ways — staff should feel heard

Happy employees are your best recruiters. Word travels fast in the local job market.

6. Leverage Technology to Streamline Work

Staff shortages don’t always mean you need to hire more people — sometimes you need to work smarter:

• Use digital ordering systems, especially in cafés and casual dining
• Automate reservations, inventory, or scheduling
• Use tools like employee scheduling apps to reduce miscommunication

Less chaos and more organization reduce stress for staff — and improve service quality.

7. Partner With Schools and Training Programs

Build relationships with:

• Hospitality schools
• Vocational programs
• University student job offices

Offer internships, training placements, or summer jobs. These partnerships can create a steady pipeline of young talent — and they’re often eager to learn.

8. Create a Strong Employer Brand

Just like you market to customers, you need to market to future employees.

Show off:

• What makes your business a great place to work
• Real stories from happy staff
• Social media posts that show your values, not just your menu

People want to work for companies they feel proud of — with purpose, culture, and a good vibe.

Final Thoughts

The labor crisis in the HORECA sector won’t go away overnight. But the companies that adapt — by improving conditions, thinking creatively about recruitment, and building stronger teams — will come out ahead.

If you can’t find “good” employees, maybe it’s time to look at what makes a job “good” in the first place.

Staying Ahead of AI: How to Keep Your Job in the Age of Intelligent Machines

Artificial Intelligence (AI) is no longer a distant concept—it’s here, reshaping industries and redefining how work gets done. From chatbots handling customer service to algorithms analyzing legal contracts, automation is quietly taking over tasks that were once exclusively human. While this sparks fear for many workers, the real opportunity lies not in resisting change, but in adapting to it. Here's how you can stay ahead of AI and future-proof your career.

1. Focus on Human-Centric Skills

AI excels at processing data, following rules, and performing repetitive tasks—but it still lags in areas like emotional intelligence, critical thinking, creativity, and complex decision-making. These are the areas where humans shine.

Emotional intelligence: Jobs involving empathy, such as therapy, nursing, and customer care, still require a human touch.

Communication and leadership: Whether you’re managing people or building client relationships, effective human interaction remains irreplaceable.

Creativity and innovation: AI can mimic styles, but generating original ideas or solving problems in unstructured environments is still a human advantage.

What to do: Invest time in developing soft skills, emotional intelligence, storytelling, negotiation, and public speaking.

2. Become a Tech-Savvy Hybrid

Instead of competing with AI, learn to work alongside it. People who can bridge the gap between human insight and machine capabilities are in high demand.

A marketer who understands data analytics and automation tools will outperform one who doesn’t.

A designer who can collaborate with generative AI tools like DALL·E or Midjourney becomes significantly more efficient.

What to do: Learn the basics of AI, data literacy, and digital tools relevant to your field. Take online courses in AI literacy, programming (Python is a good start), or data visualization tools like Tableau or Power BI.

3. Specialize, Don’t Generalize

AI is good at broad, general tasks. It’s much harder to train it for niche, high-expertise roles—especially those that require years of contextual understanding.

Instead of being a general “business analyst,” specialize in “supply chain data optimization for e-commerce.”

Instead of a general “writer,” become a “technical copywriter for cybersecurity software.”

What to do: Identify a niche in your industry and deepen your expertise. Certifications, mentorship, and staying on top of trends in your specific domain will make you harder to replace.

4. Lifelong Learning Is Non-Negotiable

AI is evolving rapidly—and so must you. Static skill sets are becoming obsolete in a matter of years, if not months. The future belongs to the continuously curious.

What to do: Set up a personal learning routine. Subscribe to industry newsletters, attend webinars, take short courses, and stay informed. Use platforms like Coursera, Udemy, edX, or LinkedIn Learning to upskill regularly.

5. Be Adaptable and Agile

AI is not just changing jobs—it’s changing how industries function. Careers will shift, roles will disappear, and new ones will emerge. Those who can pivot quickly will thrive.

What to do: Embrace a growth mindset. Be willing to take on new roles, try different projects, and switch industries if needed. The ability to reinvent yourself will be your superpower.

6. Build a Personal Brand

With AI flooding the digital world with content and automation, authenticity and trust are more valuable than ever.

What to do: Establish yourself as a thought leader or expert in your field. Share your insights on LinkedIn, publish articles, speak at events, or even start a podcast. A strong personal brand increases your visibility and value—something AI can’t replicate.

7. Collaborate, Don’t Isolate

AI can do a lot, but it thrives in collaborative systems where humans design, guide, and interpret its outputs. Teamwork, collaboration, and multidisciplinary problem-solving are still firmly in human hands.

What to do: Work on your collaboration skills. Join cross-functional teams, attend industry meetups, and be open to partnerships that combine your expertise with tech tools.

Final Thought

AI is not your enemy—it’s a powerful tool. The real danger is standing still while the world changes around you. By investing in uniquely human skills, staying tech-aware, and continuously adapting, you’ll not only keep your job—you’ll thrive in a world where AI is just another tool in your professional toolkit.

The future isn’t about man versus machine. It’s about man with machine.

Challenges in Recruitment and Selection for HR Professionals

 Introduction

Recruitment and selection are crucial aspects of human resources (HR) management that involve attracting, identifying, and hiring the right candidates to fill vacant positions within an organization. While these processes aim to find the best fit for a role, HR professionals often encounter various challenges that make recruitment and selection complex and demanding. In this article, we will explore the key challenges faced by HR professionals in the recruitment and selection process and discuss strategies to overcome them.

Understanding Recruitment and Selection

Recruitment is the process of attracting potential candidates to apply for job openings, while selection involves evaluating and choosing the most suitable candidate from the applicant pool. These processes are multifaceted, involving several stages such as job advertising, resume screening, interviews, assessments, and final decision-making.

Attracting Top Talent in a Competitive Market

In today's competitive job market, attracting top talent is a significant challenge for HR professionals. Highly skilled and experienced candidates often have multiple job opportunities, making it essential for organizations to showcase their unique selling points and offer competitive compensation packages.

Identifying the Right Skill Sets

Finding candidates with the right skill sets and qualifications can be challenging, especially for specialized roles. HR professionals must collaborate closely with hiring managers to identify the precise skills, experience, and knowledge required for each position.

Managing High Volume of Applications

Job postings can attract a large volume of applications, which can be overwhelming for HR teams to manage efficiently. Reviewing each application thoroughly while ensuring a timely response to candidates requires effective applicant tracking systems and streamlined processes.

Balancing Automation and Personalization

Automation can streamline certain recruitment tasks, but it is essential to maintain a personal touch throughout the process. Finding the right balance between automated processes and personalized interactions is crucial for providing a positive candidate experience.

Overcoming Unconscious Bias

Unconscious bias can influence decision-making during the selection process, leading to unintentional discrimination. HR professionals must undergo training to recognize and address bias, ensuring fair and objective candidate evaluations.

Ensuring Diversity and Inclusion

Promoting diversity and inclusion is a vital aspect of modern recruitment strategies. HR professionals should actively work towards creating a diverse workforce by attracting candidates from various backgrounds and experiences.

Evaluating Cultural Fit

Assessing whether a candidate aligns with the organization's culture and values is essential for long-term success. However, defining cultural fit objectively can be challenging and may require innovative approaches during interviews and assessments.

Navigating Legal and Compliance Issues

Recruitment and selection processes must comply with various labor laws and regulations. HR professionals need to stay updated with legal requirements and ensure fair hiring practices to avoid legal complications.

Engaging Passive Candidates

Some of the best candidates are those who are not actively job seeking. Engaging and persuading passive candidates to consider new opportunities can be a delicate yet rewarding challenge for HR professionals.

Dealing with Candidate Ghosting

Candidate ghosting, where applicants suddenly stop responding or attending interviews, has become increasingly prevalent. HR professionals must handle such situations diplomatically and maintain open communication channels.

Addressing Salary and Benefit Expectations

Negotiating salary and benefit packages with candidates can be a delicate process. HR professionals must strike a balance between meeting the candidate's expectations and adhering to the organization's budget constraints.

Streamlining the Interview Process

Lengthy and cumbersome interview processes can deter candidates and lead to talent loss. HR professionals should strive to streamline interviews while gathering essential information to make informed decisions.

Conclusion

Recruitment and selection are critical functions that directly impact an organization's success. HR professionals face a myriad of challenges during these processes, from attracting top talent to navigating legal complexities and addressing bias. By adopting innovative strategies, fostering diversity and inclusion, and creating a positive candidate experience, HR professionals can overcome these challenges and build a talented, diverse, and engaged workforce.

FAQs

How can HR professionals attract passive candidates?

HR professionals can use targeted recruitment marketing, networking, and personalized outreach to attract passive candidates.

What role does technology play in modern recruitment?

Technology plays a significant role in automating repetitive tasks, enhancing candidate experience, and improving recruitment analytics.

How can organizations promote diversity and inclusion during recruitment?

Organizations can adopt blind resume screening, diverse interview panels, and inclusive language in job postings to promote diversity and inclusion.

What are the potential risks of overlooking unconscious bias during selection?

Overlooking unconscious bias can lead to biased hiring decisions, reduced diversity, and potential legal issues related to discriminatory practices.

What are some effective strategies for managing a high volume of applications?

Implementing applicant tracking systems, setting clear application criteria, and involving multiple team members in the screening process can help manage a high volume of applications effectively.

Why Committed Employees Are Harder and Harder to Find. Have You Heard About the Hawkins Map of Consciousness and the Schumann Resonance?

 

'Abandon all preconceptions, mental blocks and HR clichés ye who enter here'.

 

Prepare for the unexpected. This is not going to be your usual management tips article filled with dos and don’s and new and revolutionary ideas to find and train employees. This is going to be different - psychology, science and a bit of thinking outside the box…

 

First, the science…

I’m not going to make this complicated, just simple facts…

 

Have you heard about the Hawkins Map of Consciousness? It was developed by Dr. David R. Hawkins after years of studies. He has reached the conclusion that all people on Earth function at a specific level of vibration. The levels range from 20 - the level of Shame which is very close to death due to the very low level of energy and 1000 - the level of illumination. The personal level can change during someone’s lifetime if they manage to heal their traumas and move on to courage, acceptance, love and so on. Unfortunately about 80% of people on Earth still vibrate below 200 which means they are in the range of negative, energy-consuming  feelings. The good news is that past 10-15 years have shown a growth in overall level which means that people have started to evolve. The lower the personal vibration, the higher the poverty scale, the lower the personal happiness rate, the lower the faith that you can change your own life through your own forces  and the lower the ability to attract what you want in your life.

 

What about Schumann Resonances? I will use the plural because there is a central (let’s call it constant) resonance of about 7.8 Hz and  daily peaks that go up to 50 Hz. I will not give you the science behind this term, but all you need to understand is that the Schumann Resonance is Earth’s natural heartbeat rhythm. What is she talking about you may ask and how does that affect my employees? Well, the human brainwaves range between 0 to 50 Hz similar to the Schumann Resonances. This means we are connected to Earth and peaks in Schumann Resonances force us to evolve and influence our brain activity whether we like it or not. Past years’ measurements have shown that peaks appear more and more frequent, several times during a day, which means that the Earth forces us daily to improve our brain activity. This means that after a while the percentage we use of our brain is constantly increasing. And the more we use our brains, the more we can do and the more abilities we activate in ourselves.

 

Does all this make sense so far?

 

Now, let me tell you a bit about James Redfield and his book series “The Prophecies of Celestine”. I’m not really sure how much he is known in the HR field. In his books J.Redfield identifies 4 types of people stealing your energy: the INTIMIDATOR - the person stealing your energy by shouting at you, by bossing you around, by mobbing you; the INTERROGATOR - the person stealing your energy by asking thousands of questions to use the answers later against you, the person constantly criticizing your every move; the DISTANT - the mysterious type you have to ask several questions and chase around to get one short answer, the person not offering you the information you need, the person you constantly have to chase to get some information from and the VICTIM - the person constantly blaming those around for their lack of success ( I mean the victim's lack of success), the person making you feel guilty for their failure. 

 

Bear with me, it will all make sense…

 

Now, coming back to the Map of Consciousness, feelings like shame, guilt, fear, pride, fury, desire (I mean obsession to get something) that are on the lower level of the map are feelings that drain your energy and feelings that are on the higher levels like courage, acceptance, kindness, reason, love, happiness, peace are feelings that fill you with energy, that give you power.

 

Now, let’s be honest here and let’s admit in how many companies and workplaces employees feel loved, accepted, supported. I mean for real, not stupid and flashy mottos and values that a lot of companies print on the brochures and websites. I have personally worked in 6 companies, including local and multinational, big and small. I also know a lot of HR people and I have family and friends. The status: local, small family businesses are more likely to support people and make them feel accepted and loved. Corporations - good joke! Sorry if you don’t agree. You may be one of the lucky ones. And it’s not the fault of HR. HR people struggle to make people feel like they matter. Unfortunately most of the times, the tools they have are not enough, their budget far too low and their ability to make important decisions very low.

 

So, the conclusion here…most employees experience in their work environments feelings of anger, guilt, fear, feelings that drain their energy and turn them into one of the four energy ‘predators’ above. There are clean ways to charge your energy, like spending time in nature, but most are not available in a glass and steel building with artificial ventilation high on the 30^th floor in a busy, noisy and dusty city. And involuntarily people need their energy. So what do they do? They steal it from others. Does it make sense now? A low - energy environment makes employees turn against each other, draining their energy even more, making them leave at that point where they can no longer bear it.

 

So, back to the title of our article… Why are committed employees so much harder to find lately?

Because people have evolved (voluntarily or not, but they have evolved) and most companies not so much. People no longer accept guilt, shame, fear. They no longer understand the point of struggling in a 9 to 5 job (that let’s be honest turns into 9 to 9 a lot of the times) when they can be freelancers, entrepreneurs, digital nomads. Their evolution towards higher level work environments is a fact and can’t be stopped.

 

The solution is for companies to start to show real care and concern towards employees’ needs. Yes, like small family businesses do. The future is that of small companies where employees feel valued for real. Money is no longer the main motivator. You will find committed employees if they start to feel acceptance, joy, peace and so on in the workplace. Does that come with a price? Maybe. You will need to give them more free time to spend with their loved ones, you will need to stop calling them on vacation, you will need to start redesigning your offices, including more plants, more natural spots, you will need to allow them to rest, will have to come up with different types of benefits, different type of motivators (forced team-buildings where their families are not allowed may no longer be the solution for team unity). You will have to come up with new ideas to redesign your companies on different values. And competition is NOT one of them.

 

Well, now everything adds up…

And last but not least, who am I to tell you that you need different strategies? Well, I used to be HR Manager and I have experienced the low-level energy that competition, anger, guilt and fear drive both as manager and as employee. And that have made me search for a new way. I am now author of the book and workbooks in the series  “In Search of My Soul: From HR Manager to Off-Grid Farmer”, plus a detailed course for employees to understand the low-level energy environment and find ways to raise their vibration, course that can be found part 1 here and part 2 here.

Thank you for your time,

Geo

 

 

Job interview & Getting Hired Guide

Link to course: 

https://www.udemy.com/course/job-interview-and-getting-hired-guide/?referralCode=BBFAE2BCFD2B2A611986

Workplace Stress Management & Raising Your Vibration Course for Corporate Employees

Teaser on my new course...

You have finally got your dream job in a large corporation. Yes, that job you have been wanting for years, that job you have graduated two master's for, that job you have taken a dozen courses for, that job you have been planning since childhood. You are a great manager, or team leader, or an amazing specialist. You score professional success after success, but are you happy? Do you wake up in the morning eager to start work? Oh...that was years ago? Hm...how come I know? Because I've been there, done that. I am sure corporate employees are not happy. I've met a lot and I know. I've been one and I know. To get the idea, go visit a place where corporate people shop or eat - a supermarket near an office area is perfect - you will meet corporate employees coming there to buy some lunch. Notice their sad faces or their fake smiles, notice the way they constantly check their watches to make sure their break is not over yet and they don't have to run yet to their desks, notice their tired eyes in the evening after hours and hours spent in front of the PC, notice how they speak to their children (or how they ignore their children while running around the supermarket and speaking on the phone to solve yet another urgent matter late in the evening).

You can't give up your job, or at least not yet. Being an entrepreneur is not for you or you are not ready yet. But you want to be better now. So, how do you do it? Well, there are a few techniques you can use right now, right on the spot as you still work for your dream corporation. Check them out. Awareness never hurt anybody.

In the second part we will cover more advanced and complex issues like programming water, understanding disease, healing, the power of food and air, Neuro-linguistic programming and changing your mental blockages, attracting what you want in your life through gratitude and releasing negative feelings through forgiveness. 

Let's get to it. Love, Geo 

Non-financial Engagement Factors to Motivate Employees - Course Link in ...

Course link: https://www.udemy.com/course/non-financial-engagement-factors-to-motivate-employees/ 

Human Resources - Trends

Considering the past 5 years, employers should be prepared to face the following trends. I watch more and more employers not being able to fill their open positons:

- there are less employees willing to be submissive labor units, mostly those around 40+ are still available . The rest want less work, less restrictions, more flexibility, more money, more personal time;

- there are more employees willing to work online;

- there are more employees asking for a flexible schedule - they prefer a task oriented job rather than a full time 9 to 5 in the office; they don't mind working Saturdays, Sundays or evenings as long as you give them their free time when they need it;

- diplomas value less and less - government positions still require it, but private employers ask for abilities, knowledge and attitude rather than a certified diploma;

- employees ask for respect and are willing to leave asap if they don't get it - being fearful of not getting a new job is a past issue;

- young people are attracted more to fast money rather than a solid career - you will find more vloggers than students preparing to become doctors, lawyers and so on;

- forget about pensions and retirement plans - young people don't hope to get that and start focusing on investing and being antrepreneurs - if you want young smart employees, forget about keeping them on the longterm - instead help them grow and accept they will leave soon to something better, unless you have some profit sharing plans for them;

- young people search for the new, the interesting, the cool - they are smart and want new challenges - make sure you offer them that; they have high self esteem; 

- young people are brilliant, learn extremely fast, but are independent and not easily managed; they are extremely computer savvy and technically litterate; you as employers need to understand and use that;

- the new employees will choose you, the employer, not the other way around. If they feel good, they will stay; they are not afraid of not being able to find a source of money - they are not too keen on a standard job anyway; they hate conditions and hierarchies; 

- employers must be fast and concise - in publishing an ad, in explaining job requirements and tasks, in communication in general - the new generation of employees has a short attention span, prefer short, clear messages, preferably online, 

So, be flexible, be smart and stay ahead of the other employers by knowing your candidates and by trying to offer them what they want.

Picture: https://gratisography.com/

Been Rejected a While Ago - Apply Again?

I have applied for a position to a specific company and have been rejected. Now the position is open again. Can I give it another try?

Well, it depends on how long it has been since you have received your previous feedback and if you feel you have significantly improved your skills.

If it has been just 2 weeks, a month or even more but you haven't done anything to improve the skills they weren't satisfied with, then, don't waste your and their time. They will probably don't even call you to start with or mark your CV as an annoying candidate and remember that.

If it has been a while long enough ( I can't tell you how long, just long enough for you to improve your skills) and you have actually tried seriously to improve your skills, then go ahead. Mention in your cover letter what you have improved and how eager you are to work for them. Good luck!

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High Turnover Rate - Negative AND Positive

Turnover rate or attrition rate as some companies call it (I have used both terms in the companies I worked for) counts the number of employees leaving the company. If you need detailed definitions and formulas, there are plenty to be found online - more types of turnover, more than one kind of employees taken into account or different timeframes. I won't go here into more detail. I'm just telling you what it means and that's it since most of you have already heard of it.

I have seen turnover as a bad thing for years since I have always taken into account the point of view of HR and that of the employee.

Turnover is a negative thing because:

• skilled people leave the team which means more work for the rest until they are replaced;
• people are forced into difficult decisions - leaving their team, the people they know, a job they sometimes like;
• people are forced into change - sometimes this is good, but the initial impact is tough to handle;
• it means time wasted by HR to fill the position;
• it means more time and effort put by all administrative departments to prepare all logistic details for the new employee - badge, computer, other devices needed, special equipment, internet and email accounts, contract, registration with the authorities;
• time and effort put by all administrative departments to prepare all logistic details for the employee leaving - cancelling badge, computer, other devices needed, special equipment, closing internet and email accounts, contract, telling the authorities;
• it means more time and effort put into training for the new employee by his/her manager and team;
• it means money wasted on job ads, recruitment agency work, paperwork, 

Pretty nasty, right?

However, a while ago one of my managers gave me a fresh perspective. I was trying to offer arguments to increase salaries, to offer more benefits since the employees on specific positions left the company and she told me "Let them leave. Attrition is good." My reaction was amazement, anger and astonishment. Was she crazy? How can it be good since we have so much work to do in HR, since we can no longer find skills like rare languages or special IT skills. Then I got it. She was meaning it was good from the company perspective. I was seing things from the perspective of the employee only. But HR is not there to serve employees. It's true that they are HR's clients, but HR's purpose is not to make employees happy. No. It's there to be a moderator between employees and management to try to help both parties.

From the company's perspective a high turnover rate can be a positive thing. Here's why and if I owned the company I would see this perspective first:

• People with a great seniority in the company earn high salaries after a few years. This means higher costs for the company, even if they are skilled and they offer benefits on the long term. On the short term, this means high costs. Letting them leave and hiring younger, less experienced employees means lower salaries and cost saving on the short term. Some companies with financial difficulties might consider that. They might be interested in cost saving now, not the company perspective in 20 years;
• New people mean new perspectives on things, on the business, on work inside teams;
• New employees mean changes implemented easier - they are more flexible and accept a new way of doing things easier since they are not so connected to the old ways anyway;

Would you add anything to my lists?

Take care,

Geo

Motivating Your Employees - Change Your Attitude

A while ago I used to have a manager that was a master of mobbing. We all "loved" her. She would burst into the room in the morning, always trying to surprise us while doing something illegal, she would never say "good morning", she would throw her laptop on the desk and start working as if none of us were in the room. Imagine our rest of the day - we were all sad, our motivation was gone (had we had any left in the first place from the day before :)), we were all looking at the clock hoping it would miraculously turn to 5pm on the spot so we could all run to the tram. I wandered along the factory all day begging for a smile for anyone to brighten up my day...just a little at least as the dark clouds came over me again as soon as I entered our HR office.

Well, do you get it? See what's wrong here? Of course! A manager is responsible for a lot of things and among them is team attitude. Your team looks up to you - you have a bad day - don't let them see it because they will borrow your attitude and have a bad day also. You are nice and smiling all the time - they will be happy and smiling all the time. Genuine smile, I mean, not fake, they're not stupid to buy it...

What can you do as a manager to motivate your team from this point of view?

-Never enter the office in the morning without smiling and greeting them;

-Always make eye contact while talking to your team members – it’s not fun for someone to stand by your desk and look at you while reading emails – that’s not a conversation;

-Treat your team members with respect – remember they help you achieve your goals – no, really! You’re not alone there. You wouldn’t be able to achieve your team goals without your team;

-Never take in the office calls or have discussions where you estimate you would get angry – go in a separate room – an angry attitude from a manager shouting influences everybody, even if the manager is not shouting at someone present in the office;

-Always offer negative feedback in a one-to-one meeting; positive feedback can be offered publicly;

-Try to leave your personal issues at home;

-Be positive, expect positive things from your team and they will achieve them – be negative and show them you don’t trust them (see my manager trying to catch us while doing something illegal – we neved did by the way) and they will dissappoint you;

-Speak nicely of people, not necessarily your team members – your manager, your colleagues, your family. Your team will see that you are a good person and will appreciate the positive atmosphere you are creating;

-Don’t be afraid to show them you have weakneses too – you are human too and they will see you as one of the team, having faith to come to you for an open discussion;

-Roll up your sleeves – don’t give them tasks and flee. Try to show them you are able to work together with them on the tasks even if for some time. I know managers are busy, but taking the time to work by them will make them respect you. Trust me. You don’t want them to see you as a God from above that is almighty. You want them to respect and care for you. You will have your ups and downs and if they don’t respect and care for you, you will be alone during your downs;

-Make time for them – even if a few minutes. They will appreciate it. A lunch out or even in the office together, a short meeting, a few minutes spent near your desk talking, try to make time for each of them;

-Be fair – tream them equally when they go wrong or when they are successful;

What else would you add to my list?
Take care,
Geo

I Hate My Job and My Life! Solutions that Help…

Sounds sad, depressing and without any way out. Some of you have already been there, some are there right now and some of you could be there at some point in their life and career. Hating your job so much that you start thinking you hate your entire life…well, I have been there and I found a way out and one of my dearest friends is there right now and her current status has inspired me to offer some optimistic solutions to her and to those of you who might feel like tomorrow is no longer worth living.

First of all, no matter how you feel, you don’t really hate your life. It just feels like it. So, life comes out of the question. Job is the only thing that needs to be analysed. And what you need to remember is that there’s ALWAYS a way out.Always. You just have to regroup and think clearly about it. And more than that, you need to do something. Just complaining won’t solve things. It will depress people around and you will end up complaining together.

Secondly, assess the situation – what do you really hate? Is it that bad? Is there something you know that can be done but you don’t have the power, the courage, the means to do it? Can anybody help?  To keep it simple, here’s what can be wrong about your job, here’s who can help and here are the solutions.  Please add more to my list:

What you hate	Who can help	Potential solution/s
Job – too many tasks	Your manager	Discuss openly and try to explain that tasks have piled up in time and you no longer have the time for all of them
Job – acceptable volume of tasks, but boring	Your manager	Discuss openly to see if your manager can redistribute tasks between the members of your team – maybe one of your other colleagues can give you something that is interesting to you; if you are interested in management tasks, maybe your manager can delegate some of his own
Job – difficult tasks you have no clue how to solve	Your manager Your colleagues HR	Try to see if your manager or some of your colleagues can help you solve your tasks, maybe they are more experienced; if not, try to get involved in training sessions, maybe the initial training you had when you got hired wasn’t enough or maybe tasks changed over time and you were overwhelmed by the changes
Job – no tools to do it	Your manager	You don’t have the PC you need, not enough paper, not enough access to the system, no access to a printer, no specific software that might help, whatever there is necessary, just ask for it. Sometimes there’s no money for what you need and you need to manage, but sometimes nobody thought you needed it since you didn’t ask. Maybe the person on the job before you didn’t know how to use MS Access to reduce reporting time, but you do, so just ask. If they can’t offer you what you need, check if you can bring your own. Sometimes the company can’t afford to buy you a Blackberry. They just give you a plain mobile. Try to see if you can use your own and maybe they pay something for it. In this way, you get to improve your work, make it easier and they pay for only part of a new Blackberry. Some companies accept this ‘bring your own device’ system.
Job – all about it, I need a career change	Your manager HR	See if there’s anything else available in your company. If not, leave…
All the above sound ideal, but what do you do when you find no support in your manager? Believe me it can happen…what do you do whan your manager is weak, is inexperienced, can control his/her team only be means of force, only by imposing absurd limits (you get in great trouble if you are 2 minutes late, you get shouted at a lot, you get tasks that he/she is not able to solve and you know it)…trust me all this can happen, there’s no ideal company, team or manager. Maybe they were promoted for being a great communicator, but they lack experience, strenght in tough situations, they control the team only by force because of their lack of real confidence in themselves. A lot of managers practice mobbing to control teams that are better than they are. Also, maybe there’s something they know, but it’s confidential and they can’t explain their decisions to you. So what do you do then?
Manager	Higher level manager	Try discussing at first with your manager and tell them openly what your concerns are, then with a top level manager. If nothing changes, it’s time to leave. Here’s something you can’t control.
Colleagues	Colleagues themselves Manager	At first try a friendly talk with those that bother you – maybe they don’t give you something you need to do your job on time, maybe they are lazy and you need to do more work because of that, maybe they boss you around, maybe they want to get promoted and they clearly try to put you in bad light in front of the manager - discuss about everything, maybe they have issues themselves and you can help. Maybe they have problems at home and it’s just a phase. Clear the air by starting an honest talk. If that doesn’t help, try your manager in a private talk then in a meeting between the three of you. If that still doesn’t work, try changing the team or try a higher manager.
Schedule	Manager Colleagues	Try discussing with your manager to see if a change of shift is possible. Maybe night shifts are not for you, but there may be other colleagues willing to accept them for extra money since extra money is paid for night shifts. If your manager agrees, try discussing with your colleagues to see who is willing to switch. One more thing you can try – see if working from home, at least for part of the working time is possible. If your job allows that, working a night shift at home in your pijamas and then going to sleep immediately after is different from coming to the office by bus, working the night shift and then taking the bus home again. You waste 1-2 hours of your own time and it makes a difference.
Compansation	Manager	If your manager can’t help, then this is difficult to solve. Sometimes budgets are very tight, especially if you work in a low cost area like Eastern Europe or India. Managers themselves are poorly paid there too. Even in multinationals, budgets are approved abroad ‘on the mother ship’ and they are low, low for you. Let’s be honest and face it. They opened the subsidiary in your country to do cost saving, not to make you rich. That’s life.  Try finding out if a promotion is possible, if they have other positions available in the near future. If not, find a richer company. There are companies which increase salaries for some lower level positions yearly by only 15-20 USD (around 10-15 Euro). That’s frustrating, but that’s all the mother ship in some rich West European country approves. Hey, they are used to a different level of salaries and they need to keep it. Your job is to do the same amount of work for much less money. That’s why they opened your position in the first place. If a higher salary is not possible due to high taxas paid by the company to the authorities, try suggesting some other type of compensation you would be happy with - more vacation days, specific vouchers, a gift for your birthday, the company paying for gas for your car to come to work - try, maybe some of these can be easier approved.
Work environment	Manager Building administrator	It depends from company to company. Think about what is bothering you – too cold in the building, too hot, not enough smoking areas, desks too small, too many people in the room, bad coffee in the kitchen, not enough toilet paper, I don’t know. Find out who is responsible and talk. Maybe they are not doing their job properly. Talk to them, to your manager, to their manager…sometimes things change. Sometimes it’s all about costs and things can’t change. It depends. At least try to see what is there to be done. Maybe talk to some of your colleagues and try addressing the issue together. Sometimes a larger group can force change.

Moreover, there’s one simple tool that can help you when you are so deeply depressed that you have no clue what to do to get out – start an objective list. A plan for a new beginning. Don’t worry about the layout, just get a pen, or an Excel worksheet, or an MS Project file if that suits you better and start writing whatever comes to your mind. Start with larger yearly objectives and for each large objective write down small activites that you need to get done in order to have the objective finished by the deadline you set. And yes, you need to have SMART objectives, not abstract ideas like “I need to improve my German”. Instead write “I need to be able to watch German movies without subtitle and understand what the actors say by December 2015”. That’s only an idea.

For example:

Objective“I must get a job in programming by June 2016”

Activities to be done:

-          Enroll in courses to improve my C++ skills;

-          Find and get a programming internship;

-          Buy C++ books and start learning at home;

-          Start a LinkedIn profile;

-          Enroll in programming groups on LinkedIn;

-          Connect with programmers and HR people hiring programmers;

-          Make a list of companies I would be interested in;

-          Start discussing with my connects to see what I need to improve to get the job I want;

What’s vital about these objectives and activities is that they must all have reasonable deadlines. Without deadlines you won’t do them. And if deadlines are not reasonable you will give up upon failure. Remember that!

What would you add to my list? Maybe your ideas can make a difference in someone’s life right now.

Thanks and take care,

Geo