Evolve your Employer Brand as your Company Grows

Evolve your Employer Brand as your Company GrowsEvolve your Employer Brand as your Company GrowsEvolve your Employer Brand as your Company Grows PofeldtIts not easy to recruit top talent if you run a small or midsize company. But tzu siches one area where even the tiniest firm can shine by developing a great employer brand.What is employer branding? Your employmentbrand is the perception by current and potential employees of what its like to work for your firm.An employer brand is the experience people will have when working with you, says industrial and organizational psychologist Steven Lindner, executive partner and officer of The WorkPlace Group, a provider of outsourced and strategic recruiting solutions based in the New York City area.With many companies dealing with talent shortages, leaders are taking their employer branding seriously. It starts with clarifying your companys unique values. These tips will get you started.Get clear on your employer brand. The challenge with em ployment branding is many employers arent aya what their employer brand is, says Lindner. Thats especially true in small and very young companies, where the employer brand is still taking shape.To identify what is different about your companys employer brand, go straight to your employees. They may appreciate aspects of your company that you dont realize are special. For instance, they may love that youre receptive when they volunteer for a new initiative or providing them with a paid day every year to volunteer for a local charity. They may value that you have a formal process in place to review their suggestions.Your employees can also alert you to gaps between your perception of the brand and theirs. For instance, you may think youre running a family-friendly company because you offer paid maternity leave. But if your managers raise an eyebrow when employees ask to telecommute when a child is sick, gruppe members may see your employer brand very differently.If you uncover a disco nnect in your employment branding, you will likely need to coach your leadership team to make sure your managers are practicing these core values, says Lindner.One of the best ways to get employees input is using a tool like SurveyMonkey, suggests Kim Shepherd, the Laguna Beach-based CEO of recruiting firm Decision Toolbox, a 20-year-old company with 112 employees, all of whom work virtually.Shepard is co-author of the book Get Scrappy Business Insights to Make Your Company More Agile. Ask what is good about your culture, what is bad, suggests Shepherd. According to Lindner, an employee survey doesnt have to be anonymous.Let your employees tell the story. Whether your employees rave about their work environment or share pictures of your companys bowling outing on Facebook, your team can be the most powerful employee brand advocates.Getting individuals on your team to talk about what it is like to work for the organization to tell stories that are very personalized and accurate is a great way to get your employment brand out, says Lindner.As video marketing firm Vyral Marketing grew from 25 to 55 employees in 2015, co-founder Frank Klesitz hunted for self-motivated people who would thrive in an autonomous environment where they are free to work from the office, a coffee shop or at home.One way he has highlighted this aspect of his employer brand is through the firms Employee Spotlight, where his general manager interviews team members in Google Hangouts videos about why they work at the company. We know who is really excited about work, says Klesitz.Visuals can help. Decision Toolboxs Shepherd includes images on her companys career page, including employee comments from a virtual water cooler, as well as an online breakout room where employees share pictures of themselves dressed up for the companys ugly sweater contest. People can get a sense of our playfulness, says Shepherd.Weave your employer brand into the recruiting process. Mention your brand in everyt hing from your job postings to conversations with candidates about your value proposition, advises Lindner.Marc Prosser is the co-founder and managing partner of 11-employee Fit Small Business, a site in New York City that provides product and tafelgeschirr reviews for small business owners.Prosser wants to make sure the employees he hires today will stay with the company as they start families, so he offers health care and a retirement plan, even though this is unusual for a very small digital firm like his, where the employees are young. If you are offering a retirement plan, youre sending a message that you are interested in people being with you for the long run, says Prosser.To emphasize this aspect of his employer brand, Prosser mentions those benefits in every job ad that his company posts. He also makes mentions these benefits in conversations with potential hires.At two-year-old Perfect Touch Home Care, a firm in Elizabeth, NJ with three full-time office staffers and 25 car egivers, mentorship is part of the employer brand.Co-owner and manager Mildrene Volcy and her colleagues accompany new hires on their initial visit to a customers home, so they feel confident they know how to deliver excellent care. We teach you how we treat our clients, says Volcy. We lead by example.During the pre-interview and interview process, Volcy isnt shy about telling candidates about this value with job candidates. It goes a long way toward attracting employees who truly care about delivering the best possible service to her customers and makes the work of recruiting easier. Weve become very selective, says Volcy.

3 Job Seeker New Years Resolutions to Ditch in 2016

3 Job Seeker New Years Resolutions to Ditch in 20163 Job Seeker New Years Resolutions to Ditch in 2016An upbeat attitude and a solid plan of attack will serve you well when looking for a job in 2016. But as you chart your course for the new year, watch out for job seeker New Years resolutions that may do more harm than good.Reduce stress and make better use your of time in 2016 by getting rid of the three job seeker New Years resolutions listed below.1. I will land an amazing job by Valentines Day.Job seekers often self-impose deadlines as a way of encouraging productivity. But while setting precise, manageable job-searching goals is a great way to stay on track, an ultimatum for completion rarely works. Companies fill positions according to their own schedules, elend yours. Compromise what you truly want from a new position simply to meet an arbitrary date and you might find yourself repeating the whole hunt again next year.Finding a job is like finding a mate- you cant rush it and you cant overlook some things, says Andrea Donlon, founder of The Constant Professional. Stop putting time frames on your job hunt. Whether or not you meet them is irrelevant- its more about finding the right opportunity.2. I will send out 10 (or 50 or 100 . . .) applications per week.Some candidates view the application process like the lottery- the more you play, the more chances you have to win. Resist the urge, however, to put stock in a magic number simply to feel like youre increasing odds. Yes, your hat goes into more rings, but whats the use if your credentials really dont match the employers needs or if youre not actually excited about the employment possibilities? Better to put in outstanding effort on three great opportunities than make half-hearted attempts on 10 mediocre ones.Quantity will not make you a hirable candidate, says Marc Prosser, co-founder of Fit Small Business. If you apply to 1,000 positions and book only a handful of interviews, theres a clear mismatch b etween your resume and the jobs youre applying to. Instead, hone your approach to the job hunt, fix issues with your resume, and work on relevant skills.3. I will spend X hours on the computer each day scouring job boards.This resolution has two distinct problems. First, time logged in front of a screen does not always translate into productivity. Your intentions may be admirable, but the lure of Facebook or the latest Kardashian drama or cute cats can mean few actual results when time is up. Instead, commit to finding solid opportunities, regardless of the clock.Second, resist becoming a one-trick pony. Online searches certainly do play a major role in modern job hunts, but so do other things. Make sure youre devoting ample time to solidifying your brand, researching companies, perfecting your LinkedIn profile, and developing answers to interview questions. And above all, get out there and network In the end, real people are still the ones doing the hiring.Readers, what job seeker new years resolutions are you keeping? Which ones will you ditch? Share with us below

How to Be More Likable in Interviews

How to Be More Likable in InterviewsHow to Be More Likable in InterviewsIn interviews, when you know youre being judged on what you do, what you say, and how you look, its understandable to get self-conscious and do all that you can to put your best foot forward. However, theres a balance that needs to be found between coming across as likable and wasting energy on trying too hard to be liked.To that end, below are some key points that will help clarify not only what likeable means but also how to appropriately exude likability while staying authentic and real.1. Why are you trying to be mora likable in the first place?First, its important to ask Why is likablea quality that you want to exude and what would being likable really achieve?The most obvious answer in this context is you want to land the job. Likable = better chances at getting hired, right? Correct.In addition, humans have a natural need for acceptance and to feel a sense of belonging. So being likable is a character trai t most of us are hoping to have and express. In other words, its more than okay to try to likable. Its natural and good in the context of a job interview. So dont get down on yourself for trying to be more likable.2. What does being likable mean to you?Its also important to ask yourself What does likable mean to me? Do I want to appear confident and self-assured? Or do I want to appear compassionate and relatable?These are two very different sets of characteristics, and both could be liked by the hiring manager depending on the role youre interviewing for.No matter what you think it means, when youre clear on what likable means to you, then you can tailor your stories and anecdotes when speaking with hiring managers, highlighting those qualities that you want to stand out and be remembered.3. Are you trying to be likable to the right people?Have you ever met someone and no matter what you said to them, no matter how hard you tried, you felt awkward and like you said something wrong? If so, remember that the people who take more energy and patience to communicate with are possibly the kinds of people that youre wasting your time on. Youll know that your energy is worth it if, when speaking with someone, the conversation feels good, and enhances your mood and mindset.Of course, you wont get along with everyone not everyone will like you, and thats okay. As my dad used to say, Theres not a single person in the world that EVERY single human likes, and if there were, that person would be very boring.So save yourself for the people who offer value back to you and with whom communication is easy. Never forget that just like its natural to want to be likable, its natural that not everyone you interview with will find you likable.A final noteUltimately, you cant control what people think of you and how much they like you. And trying to be more likable, however you define it, is okay. But pretending or trying to impress the wrong people wont work for the long term.I have a saying that I live my life by You can never say anything right to the wrong people, and you can never say anything wrong to the right people.Natalie Fisher is best known for helping professionals land their dream jobs and achieve explosive salary growth (even with little experience). Get started by downloading her free guide The Ultimate Situational Interview Q A Guide.

5 Tips for Choosing What to Wear to an Interview

5 Tips for Choosing What to Wear to an Interview5 Tips for Choosing What to Wear to an Interview5 Tips for Choosing What to Wear to an InterviewDont let inappropriate attire sabotage your next interview. TWEETDust off those dress clothes and polish your shoes, time to get ready for an interview Dressing the part is just as important as writing a resume or cover letter. The interview or a job fair is where your hard work pays off and you get the chance to put on a show. Choosing your interview attire to keep in line with todays dress code, is much like playing poker. Reading the cards, knowing the players and cultivating a winning flosse are all part of the process.Lets be clear here. There are no cut-and-dry answers or easy solutions for what to wear to an interview. Some professions require all but a tuxedo to win the job. Other hiring managers dont care, as long as you dont show up in a T-shirt and jeans. Here are five guidelines to help you dress for success.1. Dress better than t he guy next to you.When preparing for an interview, look at the next two positions directly above the one youre applying. Use their dress code to determine what to wear to an interview. This shows you have the drive to move up in life. For example, applicants interviewing for shift supervisor at Walmart may wear khakis and a polo shirt on the job. However, go the extra mile and impress the hiring manager by showing up in a suit and tie. This shows the boss you have an executive mentality. Before an interview, be sure youResearch dress codes for your position and industry.Look at the two immediate positions above you for inspiration.Dress for success, but dont go overboard.2. Dress the part.Hollywood actors know playing the part is mora than reciting lines and choosing the right moment to let loose a tear, their wardrobe has to complement their performance. When its time to get dressed for the interview, keep in mind that its not so much that youre trying to get the job with what you wear, youre incorporating your attire into the overall presentation. Hiring managers decide in 10 seconds if they dont want to hire you. If your presentation is flawless and attire matches, they may have a more difficult time eliminating you from their list. Before the interview, be sure toWear neutral colors, and stay away from patterns.Google interview videos to see the current trends.Consider comfort and climate at the office.3. Stay up-to-date.Interviews are all about sending messages. Nothing sends a bad message faster than an outdated interview outfit that does not adhere to days dress code. This doesnt mean you have to wear the current fad, just stay away from clothes older than five years. Wearing fresh, new styles sends the message you are in touch with the here and now.Another red flag to watch for is going too fresh and casual. Yes, hiring managers want to see young, fresh styles. They want to know you are part of the new world. They dont want to see nose rings, sandals, or applicants who look like they are ready for a night out with their friends. Dont dress like you just graduated college, even if this is the case. Dress like youve had similar jobs or better. Remember toSay no to clothes and styles older than five years.Dont go too casual or dress like youre on your way to the club.Stay up-to-date on current styles.4. Remember the occasion.Suit and tie or other professional garb may not always be the best route to go. Some jobs simply dont require formal attire. Remember, you are painting a picture of the font of candidate you are with the interview dress code. The best way to avoid embarrassment is research. Talk to local recruiters and college education centers. They know the industry and will guide you in appropriate dress.Another occasion to prepare for is weather and climate. Wearing a thin dress shirt and tie may not be very practical during Michigans colder winters. A dress sweater over the shirt would fit the climate perfectly. On the oth er hand, stuffy dress clothes may be uncomfortable if youre interviewing in Nevadas desert heat. General rule of thumb Dress the part, but make sure you stay comfortable. Remember toPick clothes to accommodate the climate and season.Research the industry to determine the best attire.Stay comfortable, and dont try to wear something you know makes you sweat.5. Stay comfortable.Again, comfort is important in interviews. Hiring managers can spot someone who is nervous and uncomfortable. Your discomfort may come from those new shoes you bought yesterday. The hiring manager doesnt know that. They may assume you are nervous due to inexperience or reason. When deciding what to wear to an interview, pick your clothes to help you win the job. Your attire should compliment. Dont wear brand new clothes. Wear an outfit that is tried and true. Break in new shoes at least several days before the big day. And, remember the biggest embarrassment to avoid remove the tags. Remember toWear clothes you are comfortable with, not new, itchy suits thats never been worn.Break in your shoes.Always remove the tags after purchase.TakeawaysDressing for success isnt difficult. You just need to do a little homework on interview dress code and make sure to be yourself. Interview apparel should complement your presentation, much like an actors wardrobe. Consider the industry, position, two positions above you and climate. ansicht will help you develop a perfect match every time. While there is no true set of guidelines, keep the following in mindStay comfortable.Think stylish and current rather than glamorous.Dress like youve been in the industry longer than you have.Hire a TopResume writer to help you land more interviews, faster.Related Articles

5 Tips for Job Seekers Who Want to Work for a Nonprofit

5 Tips for Job Seekers Who Want to Work for a Nonprofit 5 Tips for Job Seekers Who Want to Work for a Nonprofit Whether you are a recent graduate or looking to make a career change, working in the nach dem kostendeckungsprinzip arbeitend industry can be incredibly fulfilling. Most of us will ultimately spend the majority of our waking hours at work, so why not spend those hours passionately engrossed in a job where you can do your part to impact humanity? At least, thats how I felt after I left a three-week-old job in the for-profit sector to go work for anonprofit.That welches 13 years ago, and I havent looked back since.To gather the following tips, I enlisted the help of some former colleagues and associates 27 of them, to be exact. These 27 nonprofit employees range from program directors tofundraisers, from lawyers to executive directors. Some have been working in the nonprofit field foras little as 10 months, others for more than32 years.Here is what they and I had to say1 . Network With Other People Who Work in NonprofitAsk friends and family for introductions. Peruse LinkedIn to find connections and send carefully crafted personalized messages to people you are interested in getting in touch with. In general, meet as many people as you can who work in or know people in the nonprofit industry.2. Set Up Informational Interviews With Organizations You AdmireTake your networking to the next level. Reach out to the nonprofits you are interested in learning more about. I have found that most people in the nonprofit world are happy to help.3. Intern Jump Right Into the Volunteer Experience Full-Time or Part-TimeHands-on nonprofit experience will open many doors. If you can afford to give some or all of your time as an intern or office volunteer, you will gain priceless experience and continue to solidify your nonprofit network.4. Attend Conferences and Join Groups Geared Toward the Nonprofit SectorThis, of course, will help you expand your nonprofit networ k (see tip No. 1).5. Go Back to School or at Least Take Some Courses/Workshops in Your Area of InterestThis will also help you expand your network. But dont spend an exorbitant amount of money before you guessed it you network to make koranvers you are making an educated and thoroughly researched decision.Remember that your previous experience, whether as a student or a for-profit employee, can translate and become a sought-after asset to nonprofits. However, you should becautious about walking into a new opportunity with too much confidence. Be open to learning, ask lots of questions, and most importantly, be a team player. Most nonprofit employees wear many hats out of necessity. Take their lead and be willing to stretch beyond the job description.As with any job, there can be frustrations. There was a time at one of my previous jobs when we couldnt afford to replace the colored ink, and I desperately needed to print hundreds of invitations for an upcoming fundraiser. There wer e several times when our computers and servers crashed, putting us days behind in work. We couldnt afford to replace them.And then there isthe Fortune 100 of nonprofits you know, those national organizations that actually have marketing budgets and can pay for fancy PSAs and celebrity influencers? Ive also had the pleasure of working for one of those. They can be wonderful and really give you the sense that you are impacting thousands, if not millions, of people but you might also be up against just as much bureaucracy and red tape as you would be at a for-profit company.For all the compromises nonprofit employees often have to make, I asked my former colleagues Whats the best thing about working in nonprofit? Here are a few of my favorite responses ones that I wholeheartedly agree with- My work has true meaning.- Feeling totally passionate about the cause.- Working in a place that attracts people who care about things beyond financial gain.- Knowing that my work has an impact.- Working with amazing people in this sector that truly want to do good.- Discovering a true passion for helping others.- At the end of the day, no matter how bad of a day youve had, you know that someone somewhere is better off because you came to work that day.And my personal favorite- You get paid to make a difference in the world.What a dream come trueSo go out there and network, reach out to groups you are passionate about, build your support team, and join this incredible world of people who cant wait to meet you.Mona Lipson joined Voss Foundation in 2016 as director of strategic advancement and corporate citizenship to spearhead the organizations fundraising initiatives and corporate citizenship with VOSS Water of Norway.

Be the Very First to Read What an Old Pro is Saying About Honors and Awards Resume Examples

Be the Very First to Read What an Old Pro is Saying About Honors and Awards Resume Examples The Nuiances of Honors and Awards Resume Examples Utilizing an online resume builder is a straightforward and effective means of writing a winning resume which will get you through the interview stage. In case the application says you can submit extra info, your brag sheet is a wonderful add-on to show precisely how much you have done If you wish to add extra info, you can. If you choose to use high school info, make certain its really robust and appropriate content. Naturally, a degree can be a really valuable asset, but the experience here has a greater value. You only have to list accomplishments that pertain to the kind of work youre applying for. Its important in the event the name of your college is a favorite. Employing a student resume template can help you save you time and effort and offer you ideas on which sections to include and the way to complete them so as to pull in the appropriate employers. The Honors and Awards Resume Examples Cover Up Career Objectives are excellent for resumes with a particular function. Its fast and simple to use. Try to remember that your resume ought to be concise. Resume examples and templates are really helpful, especially when youre writing one of your anfangsbuchstabe resumes. Heres What I Know About Honors and Awards Resume Examples As youre listing all your activities, youll also wish to include descriptions of activities (if needed), leadership positions and the quantity of time that you dedicate to the activity. If youre a seasoned professional, set your professional work history section prior to your education. Youll find mora details on various types of skills for a resume in the previous section. As you take a look at college applications, you will discover that the application doesnt have a good deal of room to list your extracurricular pursuits. Even when you lettered in three sports, it isnt a v ery good concept to reference high school experiences. List hobbies you have that arent organized. You could comprise hobbies like playing music and photography. Honors and Awards Resume Examples Can Be Fun for Everyone In truth, it might not have dates whatsoever, but you must be listed in order of relevance instead. 1 good means to use resume builders is to create the the majority of the countless options away presently there. The above mentioned information is beneficial for everybody who has some expert experience. Therefore understanding how to compose a resume is essential. The Little-Known Secrets to Honors and Awards Resume Examples Unfortunately, youre not alone. The accomplishments that you pick to improve your resume have to be relevant to the work vacancy youre applying to or relate in some way to the business or specific business. Now every time a hiring manager sees that, they know what youre able to accomplish. Every applicant whos searching for a job want to make a specialist resume due to their interview. It actually is difficult more than enough to find work. Youre going to want to tailor your resume to the work description. If you own a group of awards from an expert organization you belong to, then you will want to keep the expert lingo to a minimum. When you have a lot of work experience, its wise to incorporate any skilled awards on your resume to emphasize the fact your work was recognized for its excellence in a particular field. You shouldinclude honors and awards which highlight you have the necessary technical hard skills for work. Dont hold back in case you have various awards in a particular area or youve achieved something special in a previously-held position like the vacancy. Have a look at the next guide to figure out where awards should go on a resume and the way to include them so they can positively influence your candidacy. You should have three or more awards or honors to justify developing a distinctive section to showcase them, but you could always add 1 award or honor to a different section of your resume. An Honors and Awards section is only the means to do that. The honors and awards section isnt a necessity and should only be added in case you have enough specific honors or awards that are related to you and the job you are at present seeking. Honors and Awards Resume Examples Secrets That No One Else Knows About If youve got little to no work experience, a coursework description can demonstrate you have the wisdom and skills needed for the job via your education. Listing your skills is a way to swiftly communicate your capacity to be successful in the job. Look out for keywords to spell out your core qualifications, key professional and individual skills. Double-check if youre employing the proper abilities and experience keywords. You may also have a skills section in which you list soft skills and any programs, languages, or certifications youve got. Be sure the sk ills are related to the job which you desire. When youre done Get rid of all of the skills you simply have a simple grasp of. Mainly because soft skills cannot be easily taught.

How to Improve Employee Retention for a High-Turnover Position

How to Improve Employee Retention for a High-Turnover PositionTheres nothing more satisfying than filling an empty role at your company. For starters, it means the rest of your team wont be stretched thin improving morale. A new employee also means new energy and ideas invigorating the team. Hiring creates possibility. But when you have to constantly refill the same role, it can be a nightmare. Every organization wants to avoid high turnover. But when its confined to a particular role, its especially frustrating. Hiring professionals must determine whats wrong with their position or process to find a candidate who will stick around for the long run. The issue isnt always obvious, so we asked several hiring experts to explain what changes to make when employee zurckhalten is difficult for a specific job. Heres what they had to say1. Conduct exit interviews and actually use the data.We have exit interviews with all the people who left the job regularly to understand and delve deeper into the problems and pain points. The exit interviews help us understand why they are not sticking around with the role and what, in their opinion, could improve the role and the job description. The insights we gain from exit interviews have been hugely leveraged to improve our employee retention rate for the same role. We make it a point to include everything the job entails in the job description. This includes the volatility, non-specifics of roles, and responsibilities. That has increased our employee retention rate by a huge margin. During the complete interview process, we make sure the individual understands the kind of role we are hiring for and ask them are you still interested?Ketan Kapoor, CEO and Co-Founder of MettlTheres no way to know why employees keep leaving a role unless you conduct exit surveys. employeeretention.Click To Tweet2. Be transparent at every level.You cant solve a problem until you know why its happening. The first step is to scrutinize your recruiti ng, hiring process, training, and retention strategy. Next, you must communicate your needs to your recruiters frequently. As a manager, I need to give our recruiters as much feedback as possible so they can make any necessary adjustments. Its also crucial to be transparent about what the job entails. During the interview, we give the candidate a synopsis of a typical day. We dont dress up the job as something its not. For a support position, we dont hide the fact they will be on the phone with customers and that it can get very busy at times. However, we also make sure to share the positives of the job and the things that keep us coming back to work every day.Alisha Santoorjian Thunstrom, Director of Support Services at TempWorks3. Understand the needs of candidates.We experienced a different issue than usual when we had a high turnover rate for employees in our customer service department. Most of these staff members were also students and as their schedules changed each semester, there welches difficulty coordinating the timing of work. We didnt want to keep losing employees we trained, so we allowed them to commit to fewer hours a week while working from home. Even if it meant that we needed to hire one or two more people to get everything done, it at least meant having a consistent team.Nate Masterson, HR manager at Maple HolisticsIf employees keep quitting a job, consider redefining the role so it meets employees needs. recruitingClick To Tweet4. Redefine cultural fit.As a hiring professional, it is your job to look beyond the role description. You must look deeper than qualifications and design a process that also screens for cultural fit. For example, I had a nonprofit client who was constantly recruiting for employees to provide round-the-clock care to their clients. We werent sure why people were leaving their organization, so we conducted a focus group with top performers and asked lots of questions about the work environment and what they enjoyed. With this knowledge, we were able to redesign their recruiting process to focus less on skill and more on organizational fit. We looked for clues in open-ended questions like Why are you applying for this job? and What do you know about our mission? This contributed to a reduction of turnover by 23 percent.Colleen Pfaller, Founder of A Slice of HR5. Face your own reputation.A client reached out to me with a need in their external reporting team. This was an experienced professional role with specific responsibilities in external financial reporting for a large, international, publicly-traded company. The role was open for 355 days.this time.Previously, the position came open about every 12 months or so due to high turnover. In the 355 days it was open, the company had reviewed over 150 candidates and the team had interviewed over 50 of those in person. Two offers had been rejected.There had been so much turnover on the team word got around in the market, especially within the networ k of likely candidates.When we were asked to help, we worked on changing the equation a bit. First, we candidly informed the HR and hiring teams of their market reputation. Then, we recommended something a bit different. Instead of running job ads (essentially telling the market that it was open again), we focused on sourcing good candidates. Also, we regained control over the narrative on why the role was open, describing the good, the bad, and the ugly before the rumor mill did. John Light, Partner at EvolvingTalentGroupWhen a job has high employeeturnover, you need to understand how it affects your reputation as a company.Click To Tweet6. Rethink the roles value.Is this a job that still needs doing? Employees want to feel challenged and necessary. Perhaps the job was once integral to the overall operation of the business, but because of technological advancements, it is now a shell of its former self. Maybe an analysis of tasks and outcomes is in order.Chris Chancey, Founder of A mplio Recruiting