January 30, 2012

Thought for the Week


I often get asked if certification is still relevant  in the industry now that the employment programs are changing.  For more information about the CCDP credential in BC, go to the BC Career Development Association website. As someone who worked very hard to ensure that BC had a certification process, I still very much believe in the value of certification and here are some reasons why:

1.  This profession is a profession regardless of what funding model it falls under.  If you are committed to being a Career Development Practitioner, then a logical step is to obtain your certification to validate your skills and abilities.

2.  As a professional within this  industry, it is important to be a part of the BC career development practitioner community and industry as a whole and being a CCDP is a great way to show your inclusion and solidarity.

3.  Your work with clients is important work, and being a CCDP gives your client the security of knowing that they are working with a qualified professional. This need isn't going away because the funding looks different.

I obviously strongly believe in the credential and in the people who hold a CCDP.  I hope that people continue to certify and re-certify to ensure that the CCDP credential maintains the credibility it has worked so hard to build.

Enjoy your week!

January 17, 2012

Top 3 Ways to Find the Perfect Person

It isn’t always easy to find that perfect person. You known the one I mean, the one that fits into your organization like a glove and it seems like they have been with you forever after their first day (in a good way!).  It is possible to find those people; it just takes effort and focus.  I find there are three things that make the difference when I am recruiting for the perfect person.

  1. Know what it takes to do the job well.  If you know the style of the person who would be a perfect fit for the job, it makes it easier to screen, interview and select the right person. The tool I use for this is CRG’s Job Style Indicator.
  2. Assess the style of your candidates and find out what would be the perfect kind of job for them. Knowing if their style fits the style of the job you have available helps determine if the fit is going to be possible. The tool that fits perfectly with the Job Style Indicator noted above is CRG’s Personal Style Indicator.
  3. Get the best from your best!  Implement an Employee Referral Program that rewards employees for bringing talent to you that fits.  For every person that you hire (and who stays in the job at least 3 or 6 months), reward your current employee. Maybe it is a cash reward, maybe it is extra time off or a night out at the movies.  Reward based on what fits your budget and your culture.
What steps to do you take find the perfect person?  Do you have the perfect person right now? How did you find them?

Interested in learning more about how to incorporate these techniques into your hiring practices? Email Denise@EngagedHR.com to talk about how Engaged HR can assist you with each of these critical steps.

January 13, 2012

Time Well Spent

Many organizations rush through the hiring process in an attempt to get someone into a position as quickly as possible. Tight deadlines on accepting applications, lack of strategy when structuring hiring panels, skipping reference checks have all proven to cost employers time and money and result in bad hires.  Taking time with each of the critical components of the hiring process will ensure you hire someone who is the best fit with your organization in the long run. As you head towards critical business periods, be careful that you aren’t short cutting the process and as a result, short changing yourself of a successful hire.

Download this one page summary of the critical components of the hiring process, provided by Engaged HR.   

Email Denise@EngagedHR.com for more information and to talk about how Engaged HR can assist you with each of these critical steps.