8 Mistakes That Can Ruin the First Call From the Employer

The first call from an employer means you are closer to getting a job since the screening stage of the resumes has already passed. Still, the position is not yours yet and in order to stand out at this phase of the process, you need to be mindful of your presentation and behavior when talking to the recruiter. Even a small detail such as your posture or the tone of your voice may spoil your chances of being hired. But besides being attentive to your attitudes and how they affect the communication, preparing in advance is a good way of improving your performance during an interview.

When applying for a job, many people wonder if there is such a thing as a strategy that will increase the chance of being chosen. While there may be a strategy, it will vary according to the culture and type of company, the candidate’s communication skills, and the profile of the interviewer – among other things.

Below is a list of 8 common mistakes that can make or break your first call with an employer.

1. Arriving late

Although this only applies to interviews in person, a lack of punctuality will impact directly on the impression the recruiter will have of you. The simple act of arriving late transmits disorganization, sloppiness, lack of concern or even interest in the job. Still, we are humans and accidents happen, so if realize you’ll be arriving late try to let them know or even reschedule the appointment.

2. Carelessness for your personal image

Again, this would probably not matter if you’re having a phone interview but not taking proper care of one’s own image is one of the most common mistakes. This can mean choosing overly extravagant, informal, or daring clothes that leave a poor impression. Ideally, one should try to dress according to the culture of the company.

3. Not communicating clearly

It goes without saying that communication is key and candidates who can communicate better are more likely to be hired. However, it is also important to watch out for attitudes that hinder the conversation, such as being too nice or having too much freedom or intimacy with the recruiter. By all means, be nice, but respectful.

4. Not knowing much about the employer or company

This is a common mistake that disqualifies many people: not researching the company and the market in which it operates. Many recruiters ask questions about the company in order to find out whether the candidate is interested and can contribute in-depth to the grow of the organization. Thus, it is crucial to research well about the company, its history, mission, values, market, competitors, etc.

5. Showing a lack of interest

Regardless of being a first call from the employer, chatting about the job shouldn’t be only a session of questions and answers. The candidate should demonstrate interest and incite discussions about the organization, duties of the position at hand, and the day-to-day of the company. This will show that the candidate is willing to be a part of the team.

6. Being arrogant

By all means, candidates should highlight their skills, achievements, general knowledge and results obtained in previous jobs. However, this should be done in a subtle way, without bragging about your deeds and showing arrogance. In most cases, candidates should only respond to these points when asked about it – which usually occurs when the recruiter inquires about your previous training or experiences.

7. Lying about your background

Although this error usually occurs in the curriculum stage – when candidates want to boost their qualifications and increase the chances of being called – it is not uncommon to see it happening in the first call, too. Usually, these lies are not so serious and involve things like language fluency or misleading the employer about a job position you occupied in the past. Still, even the tiniest of untruths will probably be tested at some point.

8. Being too nervous

Even if you are tense during a job interview, it is important not to let nervousness or anxiety take the best of you. Everyone knows that such situations are not always easy, so do not over-worry and try to control your emotions. After all, too much insecurity may come across as lack of confidence and make the recruiter think that you will not be able to handle the responsibilities of the position.

Workplace Prejudice Matters

The workplace discrimination usually takes place when there is inequity against the employee by the employer as regards the work-related decisions, and is inclusive of the affairs such as promotions, hiring, and firing, just to mention a few, more about it you can also read in discrimination in the workplace essay. The prejudice in the workplace covers all the concerns that are about work, and therefore, it is of importance for the employers and top management to make sure that the corporation brochure, policies, and practices are in uniformity, irrespective of gender, race, religion, disability, or age. Still, a policy that applies to all the workers may be illegal so long as it creates the harmful impacts on people in spite of the above factors.

The age discrimination takes place when there is the less favorable treatment of an applicant or employee based on the age. The issue is most familiar with the older workers as some managers usually try to force such individuals into early retirement or even decline to employ the applicants who are past a certain age limit. The Age Discrimination in the 1967’s Employment Act proscribes the bias against workers over forty years. There is also the racial discrimination which is the unfair treatment of an individual due to race, for instance, the skin color. The Title VII of the 1964’s Civil Rights Act makes it unlawful to discriminate a person based on race. Also, there is gender discrimination which is the unjust treating of a worker because of the sex, religious discrimination that involves the poor treatment of people based on their religious affiliations. Both the religious and gender prejudices are under the governance of the Civil Rights Act of 1964, Title VII (Legal Dictionary, 2017).

Diversity is the acknowledgment, appreciation, and the recognition of the individual differences regardless of age, gender, race, socioeconomic class, and ethnicity, among others. The diversity is of importance to the organizations as it promotes mutual reverence among the workers. Diversity also leads to workplace conflict resolution as the employees acknowledge their differences and realize that they are for a common objective which is quality and production. The workplace diversity can also incalculably fortify the institution’s correlation with the clients through creating a more efficient communication. The department of customer service is one of the regions where valuable contact is critical, so the representatives of customer service can pair up with the customers from their particular localities thus making them feel at home while getting the company services (Dike, 2013; Amaliyah, 2015).

One of the factors to consider when adopting a diverse staff is the business type as it plays a critical role when it comes to the decision-making. For instance, the majority of public enterprises usually employ many people in comparison to the private ones due to their sizes. For that case, appointing different workers means that the kind of the corporation will perform better with the people on board. Another factor to take into consideration when putting in place a diverse workforce is the organizational culture involving the practices such as value, people, and vision among others. A company’s belief should determine its kind of workplace diversity to consider, for example, those with a real history of having several workers should follow the same norms and beliefs so long as they have been working.

It is also of significance that the management becomes aware of the location of the company before implementing diversity in the workplace. The corporations that have branches in various regions of the globe have no option but to employ people from a mixture of cultures as every office they do operate in must have workers and the locals are always the priority. Nevertheless, some corporations that mainly work in the nations of origin can decide whether or not to have a culturally diverse workforce as their locations do not favor them (Dike, 2013).

Racial Discrimination in the Workplace

Introduction

In the current world of changing times, organizations and other profit-making companies are striving to remain at the top of the very competitive market. The firms are doing this by ensuring that they get updated with the current events in their field and fully satisfy their customers. Despite the knowledge that human resource is the most important department in any business, some companies have resorted to restructuring their personnel to eliminate those workers they consider not useful in their efforts of attaining their set goals (Tanja et al. 92-95). In doing this, these organizations have gotten accused of using unorthodox means to select the employees to leave them when the need for restructuring arises. Some of the mechanisms they use include the age of the employee, the race, and background of the worker and competence and skills. Experts in the human resource department have criticized these techniques by arguing that they are discriminative. This essay will discuss one case where workers accused a company they worked for of racially discriminating against them. It will explain the incident, highlight why the petitioners felt neglected or racially discriminated and how they can get compensated as well as how this can get prevented from reoccurring in the future

The Incident

On September 7, 2017, USNews reported that a U.S construction company in the name of JL Schwieters Construction operating in Hugo, Minnesota was ordered to settle its two former workers by paying them a sum of $125,000 (The Associated Press Par.2). JL Schwieters is supply, building and Construction Company based in Minnesota and has employed a lot of workers. The reason for this was the fact that the employees had taken the company to court and accused it of racially discriminating against them when they were working for the company. The petitioners in the case argued that during their time in the business, they got subjected to racial discrimination by being subjected to an unfriendly work setting including threats and abuse because they were blacks. They also posited that during their employment with the company where they worked as carpenters, the supervisor would call them derogatory names pointing to their skin color. Dion Pye and Willie Staple also argued that the white supervisor threatened to hang them using a noose made out of an electrical wire (The Associated Press Par.3). This case shows that black-Americans still experience problems of racially getting discriminated in U.S. Racial discrimination in employment is also rife in the country and affects many people. The judge, in this case, ordered the company to settle the workers by paying damages up to the tune of over 125,000 USD. It argued in its order that the organization should train all its workers (supervisors and employees) on federal harassment and discrimination laws governing their operations in the country. Therefore, from this incident, one can see that the issue of racial discrimination has not been dealt with entirely in the U.S. labor market.

Why the Employees Felt the Company treated them unfairly

In the case, Dion Pye and Willie Staple strongly felt that their mistreatment by the supervisor was purely based on their race or skin complexion. For instance, they said that the manager used to refer to them using derogatory names some of which could be interpreted to relate to their skin color. He in several occasions threatened the workers of death by hanging, a fact that made their working in the company untenable. Ideally, one needs a very conducive and stable environment to be able to discharge his or her duties efficiently. That was not the case in the organization since the two employees worked under intense pressure, intimidation, threats, and abuse from the white supervisor. The manager would, for instance, threaten them of hanging if they did not work as he pleased. Such actions made them feel unwanted by getting mistreated. Also, the fact that the judge ordered the company to pay them damages of thousands of dollars means that he got convinced that the supervisor did commit an offence of mistreatment.

Were the Employees being Treated Unfairly?

In my honest opinion, the two employees were maltreated by the supervisor and the primary basis being their race. The first reason as to why I believe so is because of my own experiences in the workplace. Most black-Americans in the place where I work have complained continuously about harassment and discrimination by their white counterparts. Secondly, the supervisor intimidates the workers by issuing constant threats to them, a fact that might have led to their leaving. Third, the judge got convinced that the two workers got racially discriminated and in this case, I trust that he considered all the available evidence before him (The Associated Press Par. 4-5). The fact that he ordered for their resettlement by the organization means that they deserved compensation for their maltreatment. Finally, the 20th century America has witnessed several cases of racial discrimination when it comes to employment practices and only most human resource departments have gotten sensitized on the need to be inclusive and follow the stricter regulations laid down to fight the vice. Therefore, I believe that the treatment of the two workers by the firm’ supervisor was unfair.

How to compensate them

The judge has already found out mechanisms to compensate the workers for the discrimination as laid down by the applicable laws. For instance, U.S. Equal Employment Opportunity Commission follows the set down rules and regulations to rule on cases related to racism or any other form of discrimination. In this case, since the commission found the company culpable, it deems it fit to award the two workers a sum of $125,000 as damages. I think the company should also be compelled to apologize to them in efforts to heal the rift. In future, stricter laws against racial discrimination need to be put in place to ensure that companies like JL Schwieters desist from racially discriminating against their workers.

Preventing the Problem from Re-Occurring

With the proper restructuring of the company’s management, it will be able to avoid cases like this from reoccurring in the future. As already stated above, strict adherence to the laws and regulations governing the conduct of firms will cut down on the occurrence of such issues. Additionally, the council should also find mechanisms to ensure that all companies operating in the U.S. train their managers and workers on federal harassment and discrimination laws as this will help in preventing the reoccurrence of cases like this one.

Conclusion

Some decisions made by companies may be received negatively by the people affected and even by the other employees. Such actions could deal a significant blow to the company. For instance, mistreating workers based on their race does not add any value to a company but instead, results in repercussions like lawsuits and subsequent fines. Therefore, companies should do their research well before taking a significant step. Leaders should thus avoid any discrimination as this could cost the company a lot.

Working in a Team

Organizational success depends on the statement, programs, philosophy, and goals that are centered on the employee’s skills and talents. Therefore, these elements must be handled with utmost care and guidance to ensure successful accomplishment of the organization’s mission. Nonetheless, successful companies need both professional managers and inspirational leaders. Moreover, there is the need for companies to engage employees and execute strategies to achieve increased and sustainable results. Since success is measured by analyzing company’s goals and mission.

Communications

Communication refers to the ability to efficiently and effectively exchange information. Therefore, effective communication is considered to be a critical element in the company. Notable, leaders with excellent communication skills aid in facilitating sharing information between parties within the organization.

Communication plays a vital role in product development, customer relations, and employee management. The possession of excellent communication skills thus enables one to get informed and engaged thus making an organizational communication to be reliable and efficient. Useful communication help establish clear expectations for the employees and also the company customers (Sudden, 2016).

Clear expectations will enable individual employees to know how their performance will impact the organization thus giving them the indication of what they should do to achieve positive feedback. Clear communication will also enable the employees to manage the expectations of their customers and developing best ways of interacting with them (Sudden, 2016). The possession of excellent communication skills is also useful in building strong relationships within the organization and external stakeholders.

Loyalty and trust are core elements in building the relationship by airing out the needs of the individual and providing prompt feedback (Sudden, 2016).Practical communication skills are also helpful in fostering team strong teamwork within an organization. Cooperation will enable all the employees in the company to work together towards the organizational objectives and goals. Moreover, active communication aids workers with structure, knowledge and builds a conducive working environment that they would require to perform their duties more efficiently.

Collaboration

Collaboration is an essential aspect of teamwork and therefore, is needed among several individuals and groups in addressing complex problems and thus, it calls for collaborative leadership. Collaboration can, therefore, be defined as a collective process that includes everyone in an issue or company (Echavarria, 2015). It depends on collaborative decision making and problem-solving. Additionally, collaborative culture it brings success to an organization.

The employees should be able to utilize their collaborative skills because collaboration is a circumscribed concept which involves teamwork and cuts across organizational divisions, departments and workgroups. It requires the employees to have a supportive culture such that they can be able to creatively share ideas and knowledge and also create new awareness with others and thus enhance their success in the organization.

Collaboration also improves the success of individuals within the organization since it ensures that the employee values and objectives are aligned with the team and thus creating a climate of trust and respect within the organizational environment (Echavarria, 2015). Collaboration facilitates decentralization of decision making thus the employees feel empowered to make decisions that are critical to the success of the organization. Collaboration also improves the success of individual employees by ensuring that knowledge is shared with other employees, customers and suppliers thus optimizing the organizational operations and opportunities (Echavarria, 2015).

Problem Solving Skills

In an organizational environment, problems are always at the center of what employees perform thus possession of good strong problem-solving skills is critical in having a successful career in any organization. Problem-solving is the fundamental part of an employee’s role (D’Zurilla and Goldfried, 2011). The individual employee will need to find ways of solving the organizational problems effectively thus making the skills of problem-solving indispensable. Successful problem solving requires the individual employee to show high confidence in their potential to find solution to issues quickly and efficiently (D’Zurilla and Goldfried, 2011).

The success of problem-solving also requires the employees to have an understanding of ethical processes that are essential when approaching an organizational problem. The problem-solving process requires the employee to define the corporate problem, generate alternatives, evaluate the selected options and implement one of the other options to provide the solution to the problem faced by the organization (D’Zurilla and Goldfried, 2011).

Ethics

Ethics is a core aspect of any industry. Managers who are not familiar with ethical challenges and regulations find themselves struggling in organizations. The success of a team depends on the integrity of its employees (Buckley, 2013). Employees who practice and observe good organizational ethical practices can undertake their work with integrity. Poor ethics in an organization results in poor performance by employees (Buckley, 2013). The unethical practices will impact the success of the company because the employees will not be able to focus on their work as a result of the immoral behavior.

When the organization has better ethical principles, the employees will focus on their work and thus lead to improved company productivity and bottom line. The success of the team will be attributed to the success and improvement of the individual employees (Buckley, 2013). Ethics is crucial to organizations and employees success. The reputation of a team is primarily centered on its ethical principles. When the management of the body does not practice sound moral principles, the status of the organization will be damaged and thus may lead to loss of key customers and talented employees.

The organization, therefore, should employ a proactive approach to prevent unethical practices by offering training about ethics and integrity. The alignment of ethics and integrity will enhance the success of the individual employees within the organization. Honesty will thus empower the employees to behave consistently too high standards as set by the team. The employees are also expected to obey the organizational code of ethics to achieve success in their careers.

Organizational Citizenship

Organizational citizenship is a concept that is difficult to achieve in many organizations. The idea is drawn from the employee’s view of the team and their interaction with other workers (Mackenzie, 2014). The employees with organization interest practices in good organizational citizenship at all times. Good corporate citizenship practices are essential in achieving success within the organization (Mackenzie, 2014). The employees who have good organizational citizenship have the best interest of the company at all times.

The employees extend their behaviors beyond the regular duties of their positions. This practice can take various forms including the assistance of coworkers: an employee may multi-task by helping other employees to get their work get done because of the understanding of the importance of the work to the company and the respective employee.

Conclusion

To end up, this paper has briefly discussed the importance of teamwork in organizations. Notably, in goals and objectives of the company. The essay has explained how communication, collaboration, ethics, problem-solving, and organization citizenship helps the organization in achieving success. Finally, employees prefer working in teams by collectivistic culture.

6 Tips That Will Help You to Find a Job, If You Have No Experience in This Field Yet?

At some point in our professional lives, many of us are faced with the idea of changing jobs or seeking new professional experiences. Regardless of the reasons why it is a long way between the first call for change and the actual decision to go into another sector. Nevertheless, the challenges that arise from trying to find a position in a field where you hold no previous experience are very similar to anyone who wants to take a career turn.

One of the first concerns is the curriculum – after all, with no experience in the desired area, it is hard to compile a CV capable of impressing the recruiter. Often, the solution lies in the choice of format: if your past experiences don’t correlate with the new sector, it is not worth choosing a chronological resume. Instead, opt for a functional curriculum model where professional skills and candidate training are highlighted. Here, the strategy is not just to display the key results in previous job occupations, but to focus on the experiences which may have some relation to the new field.

Still, more than polishing and adapting your curriculum there are a series of other factors someone with no experience in the field should consider when applying for a job.

 

1. Keep an eye out on the news

In our modern society, much of what is happening in the world can be found virtually. Hence, social networks – especially LinkedIn – can be great tools for keeping updated on what is happening in the field you are interested in. Try to follow news and read articles about companies or trends in the segment in which you look for work.

2. Invest in developing new skills

The search for a new job is not and should not be your main occupation. Take advantage of the transition period to seek out specializations that will increase your qualifications and assist in the search for a new job. Go to workshops, enrol in courses, read books, chat with specialists in the market – in any way, consider this period as a phase to improve your knowledge.

3. Get acquainted with the company or position you are applying

If an opportunity arises for an interview, make sure you know as much as you can about the company. It helps to watch videos and news posted on social networks, find out what projects and programs they’re are involved in or even go as far as to reading reports about executives.

4. Consider temporary positions

Have you found a temporary vacancy? By all means, take it and make the most of this opportunity as it may be the gateway for another position in the same company in the future. If not, at least you will have accumulated a bit of experience in the area and can add that to your resume while looking for a new job.

5. Spend time networking

Another good strategy is to call upon your network of relationships and when you have an opening, expose your professional interest. If an opportunity arises, be objective and honest about your career expectations. In any case, cultivating your network of professional and personal contacts is something that must be done constantly, not just when you want to change jobs.

6. Have a positive attitude

A positive and confident attitude will go a long way when trying to find your way into a new field. Despite not having previous experience in that specific area, you have life experience and that counts, too. Be a protagonist of your own destiny – this is perceived and valued by recruiters and potential employers.