Best Strategy using Internet Job Search EnginesWritten by Michael Adams
Best Strategy using Internet Job Search Engines
There are hundreds of Internet job search engines, from super job banks monster.com, careerbuilder.com, hotjobs.com to regional job banks, to job banks with occupational focuses, such as Dice.com. Job seekers can hardly exhaust all job search resources, so we have meta job search engines which will simultaneously search several job board for same job search criteria. One of major mistakes common job seekers make is to search only super job search engines. Admittedly more job openings are posted on super job search engines, but in mean time, employers who use supper sites will also receive much more applications for posted position. A large portion of job bank traffic is generated by job seekers, not employers, therefore higher a job site's traffic is, more competitive positions are. Additionally, many employers, especially those smaller companies, are posting only to second tire job banks for various reasons, some to reduce influx of applications, some for a better posting plan, some to retrain applicants to local area.
Step 1 - Search Meta Job Search Engines
You can jump start your job search using meta job search engines, which will simultaneously check multiple job boards. No meta search engines covers all job banks, and different meta search engines supports different job banks. There are two types of meta search engines, respectively Link Engine and Listing Engine. The Link Meta Search Engines save you time in entering search criteria, so that you simply enter keyword, choose region and categories once, and then get cooked links for various job banks. The Listing Engine goes one step forward, will present all job listings, so that you needn't pay a visit to each individual job bank. The third type of job search engine is special Meta Job Search Engine Software that not only searches job, but also assists in composing cover letter and resume sending.
Coaching Skills Does Matter At Chick–fil-AWritten by CMOE Development Team
In this discussion, we talk about Coaching Skills with Phil Orazi, Dean of Chick-fil-A University and Scott Mayson, Business Consultant with Chick-fil-A in Atlanta, Georgia. Q – What is role of an Operator at Chick-fil-A, and what are some of challenges that an Operator faces?
Phil – Operators are selected and are independent contractors for Chick-fil-A. We have some leverage with what they do, but they operate very independent from us. Growth opportunities for operator can be an additional restaurant. Opportunities come as performance is monitored and Operators are counseled and supported by Business Consultants.
Scott – As independent contractors, they are CEOs of their organizations. The contractor is president of marketing, president of human resources, and president of operations. They are responsible wholly for their restaurant. You can imagine, being in position, they have to deal with a lot of different people; they have to delegate a lot of responsibilities out. They have to provide insights and direction for all types of people. They are dealing with folks from high school aged team members on up to senior citizens. When you’re in a fast paced environment, dealing with 30 or 40 employees at a time, there are limited time constraints for being able to have some real effective opportunities to coach and counsel their team members. Q – What are some specific coaching skills issues that your Operators face?
Phil – It’s a challenge to ease off some focus on present, and be more responsible for future. As that relates to coaching skills, it allows Operators to work on development of their own people to be more responsible for what is going on in present so that they can focus more of their time on what is going on in future.
Scott – One [issue] is always lack of performance. We have quality requirements, so there’s an opportunity to work through. People may not follow procedures for a lot of different reasons. I think that coaching model allows an Operator to work through each situation by defining task or issue. There are a lot of opportunities to help a team member understand value of requirements and why they’re there. CMOE’s coaching skills model allows great opportunity for dialog. The person who is being coached feels more that it’s an opportunity for learning and development rather than punishment. Q – Can you give me a specific example of Coaching Skills model working?
Phil – I think as a manager and director of people, you need everything you can get. Certain steps of Coaching Skills model affect people differently. I think what is does is it gives you a lot of different behaviors, some of which will work more successfully with some people than others. I found overall I’m more effective when I use Coaching Skills model completely because one of steps in model will generally have an impact on most everyone.