GTA Job Guide_January 19, 2013

JOBS • TRAINING • CAREERS

FREE

Volume 26 • Issue 03 January 19 - 26, 2013 WWW.

.CA

COVERAGE:

Mississauga to Oshawa, Toronto to Barrie - GTA Wide

See this Week’s Ad ON PAGE 2

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GTA / January 19 - 26, 2013 • Page 2

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inSiDe SaleS agentS

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E M O AT H

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EMPLOYMENT OPPORTUNITIES

401 The West Mall, Suite 500 Toronto, ON, M9C 5J5

Fax: 1•888•473•9218

The JOBguide is published to provide our readers with up-to-date, detailed information about local and regional training and employment opportunities. It is available free of charge in nearly 3,000 high traffic locations in the Greater Toronto Area (Mississauga to Oshawa, Toronto to Barrie), which include: Stand Alone Yellow newspaper boxes and stand alone racks at major transit stops, Go Train stations, universities, colleges, training schools, libraries, HRDC centres, Government sponsored employment service locations, major food store chains, selected Canadian Tire stores and exclusive distribution rights at various locations across the GTA and Ottawa.

Michael Parker

Manager, Corporate Sales & Editorial Recruitment & Healthcare Publications

Media Sales Consultants

Sherry Botnick . . . . . . . . . . . . Ext. Benjie Canoneo . . . . . . . . . . . Ext. Jeremy Arenz . . . . . . . . . . . . . Ext. Brandon Sealey . . . . . . . . . . . Ext.

Sr. Production Manager

TERMS & CONDITIONS

Bala Gnanapandithan

COPYRIGHT NOTICE Copyright © 2013 Wall2Wall Media Inc. Wall2Wall Media Inc. is a trademark of Yellow Pages Group Co. in Canada.

All copyright and other intellectual property rights in the contents hereof are the property of Employment News and not that of the customer. Contents of this publication are covered by copyright and offenders will be prosecuted under the law. Reproduction, storage in a retrieval system or transmission in any form or by any means, whether electronic, mechanical or otherwise, in whole or in part, without prior written permission of Wall2Wall Media Inc., is strictly prohibited.

Published every Saturday in Toronto by Wall2Wall Media Inc.

with each print ad placed.

Over 84,000 Monthly Visits. Greater exposure for your advertising dollar. www.employmentnews.com

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Production Co-ordinators Don McLeod Bala Menon

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Lucy Antonio. . . . . . . . . . . . . . Ext. 4192 Please recycle this magazine! Wall2Wall Media participates in the Partners in Growth Reforestation Program through St. Joseph Communications. To date, Partners in Growth has planted over 2.5 million trees in parks, recreation and conservation areas, and other public spaces across Canada. Established in 1990, this program was started with Scouts Canada to help replenish the environment.

From the publishers of the original weekly job and career training publication.

www.ShopperUnderCover.com

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a) The JOBguide will not knowingly publish any advertisement which is illegal, or misleading to its readers. All copy and type arrangements are subject to approval of the publisher. b) We reserve the right to classify all advertisements. c) The publisher assumes no financial liability for typographical errors or copy, omissions by the newspaper other than the cost of the space occupied by the error. All claims of error in publication shall be made

by Wednesday 12 noon prior to the next week’s publication and if not made shall not be considered. No claim shall be allowed for errors not affecting the value of the advertisement. d) Editorial & advertising content of the JOBguide is protected by copyright. Unauthorized use is prohibited. e) No cancellations accepted after Wednesday, 12 noon.

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Telephone: 416-789-9680

401 The West Mall, Suite 500 Toronto, ON, M9C 5J5 Telephone: 416-784-5100 or Fax: 1-888-652-6326 www.employmentnews.com ensales@wall2wallmedia.com Toll Free: 1-800-567-2699

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1-855-701-1945

1599 Hurontario St, Suite #105, Mississauga, Ontario L5G 4S1

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F I N A N C I A L A S S I S TA N C E M AY B E AVA I L A B L E T O T H O S E W H O Q U A L I F Y

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Opportunities for property administrators are impacted by the growth in real estate and commercial property markets. The rise in number of condominiums, town houses and apartments will increase the need for property administrators.

With the continued growth in the number of older people, there will also be an increased demand for various types of suitable housing such as assisted living arrangements and retirement communities. Job opportunities are expected to be particulary good for those with experience managing housing for older people or with experience running a health unit.

Access Business College is a premier institution offering a comprhensive Property Administrator’s Course that is geared specially to the job market. As the Access faculty says: Success is its own best calling card.

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Typical employers: Insurance and Real Estate Agencies; Operators of Building and Dwellings; Property Development Companies; Provincial and Municipal governments; Common Job Titles; Accommodation Officer; Government Property Manager; Leasing Co-Ordinator- Property; Property Rentals Management;

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EMPLOYMENT OPPORTUNITIES

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EMPLOYMENT OPPORTUNITIES

www.thejobguide.ca

GTA / January 19 - 26, 2013 • Page 10

Candidates’ character major hiring determinant

By Bob Weinstein and irrelevant. “Companies are grasping at straws because they think they figured out how to evaluate character,” he says.

When looking for high-level executives, for example, many decision-makers feel it’s essential to check out potential candidates’ lifestyles – where and how they live, and what schools their children attend. That usually involves getting a read on their families. A common practice is taking spouse and candidate out to dinner to observe them in a social setting.

The firm’s brass gets to see how the candidate handles him- or herself in potential wheeler-dealer social situations with clients and customers.

Candidates’ table manners count and how the couple conduct themselves in a highbrow restaurant could be a potential deal-breaker. What and how they order are considered telling indicators of class and elegance. What do you think a candidate’s chances are if he orders meat loaf and a glass of tap beer or ordinary table wine instead of the house special of aged filet mignon and a $75 bottle of a 15-year-old pinot noir? Before the candidate shoveled the last chunk of meat loaf into his mouth, the brass had already drawn their conclusions on this socially inept candidate. He’ll never cut it with the firm’s old-line customers.

The candidate’s wife is also being scrutinized microscopically. Heaven forbid she should commit an irredeemable faux pas and order a second and third martini, and slur her words in the bargain. By meal’s end, her spouse will no longer be in the running for the job. By the time the

check is paid, all hiring efforts will have been unofficially aborted. What a pity, too, because the man could have a genius IQ with the potential to add millions to the organizational coffers.

Companies are easily duped when evaluating character. In the ongoing quest of companies to get a handle on candidates’ character, they’re often duped by couples who have mastered the art of fooling corporate bigwigs by turning in Oscar-winning social performances, leaving no doubt that the couple bear the class and elegance of diplomats or royalty.

Months later — after the candidate is hired and comfortably situated in a gorgeous corner office — they realize they’ve been had. The candidate is incompetent, and the wife is a con artist.

For whatever it’s worth, they deserve a prize for mastering all the superficial social graces necessary to capture a big job. But it’s doubtful that they could pull the wool over the eyes of an entrepreneurial genius wheeler-dealer like Warren Buffet.

No such thing as a perfect candidate.

No one is perfect, adds Jaffe. The notion of trying to isolate the perfect candidate by identifying the success traits of super achievers – character being one of them — is ludicrous, he says. “Organizations’ goals ought to be to weed out candidates early in the evaluation process who are conspicuously out of control,” Jaffe explains. “The big mistake companies make is thinking certain character traits are an accurate indicator of competence for all jobs. If you believe that, you might as well use tarot cards or a crystal ball

because there are no standard predictors of success.”

“The only way to look at character as an accurate indicator of job success is to determine which facets of candidates’ character are relevant to the position being filled,” Jaffe adds. “For example, is it honesty, compassion, aggressiveness?”

Jaffe feels that there are many character traits that should be ignored because they’re irrelevant to the job. “If a company is trying to hire a director of sales, does it care if the person is compassionate, or should it concentrate on looking for candidates who are aggressive, persistent, enterprising, resourceful, and that take the initiative?” he asks. “These are the character traits relevant to the job.”

Or if a company is looking for a highlevel project manager with international experience, it ought to be looking for a raft of character traits specific to this complicated position. Candidates ought to have chameleon-like personalities and be flexible, adaptable and comfortable working with people from different cultures. Because they’re constantly traveling through time and culture zones, they must constantly be changing gears and adjusting to different business customs and traditions. Any headhunter will tell you that these are tough character traits to find in one person.

Bob Weinstein is the Managing Editor/New York Bureau Chief at Troy Media. Reprinted with permission.

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During and following the recession, HR staffs and headhunters seriously began to evaluate candidates’ character as a barometer of competence.

And spotlighting character didn’t surprise Mark Jaffe, president of Minneapolis, MN search firm Wyatt and Jaffe.

Top executives are constantly looking for new ways to identify talent, says Jaffe.

“The newest fad is looking at candidates’ character,” he says. “HR people think it’s a quick and easy way to get a handle on candidates’ job performance.”

“Corporate heads have learned that candidates’ past accomplishments are not accurate predictors of future success,” he says. Factors that set someone up for success in the past may not be relevant today, because market and job demands are always changing. Mediocre workers in dynamite companies may look far better than they actually are. Or outstanding managers and innovators who happened to be in the wrong company at the wrong time look unimpressive because decisionmakers weren’t smart enough to recognize their talents.

It’s all about getting a handle on leadership. Another reason companies are focusing on character is that they’ve yet to get their heads around leadership.

Jaffe says that publishers are still pumping out new books about the secrets of leadership, yet they’re still posing the same tired question they asked decades ago: “What makes a great leader?”

Jaffe sees most of the chatter about candidates’ character as meaningless

www.thejobguide.ca

GTA / January 19 - 26, 2013 • Page 11

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JOB READY

GTA / January 19 - 26, 2013 • Page 12

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E M O AT H

P/T & F/T WORK AVAILABLE

APPLY NOW!

Home-Based Openings For: C03T82CK

• TYPING • DATA ENTRY • • COMPUTER RELATED JOBS • • PAID ONLINE SURVEYS

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• ASSEMBLY PRODUCTS

(Crafts, Sewing, Woodworking, Others) C01T81S

EXPERIENCE IS NOT REQUIRED For FREE Information Go To:

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Train for an

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Intra-Oral Dental Assisting LEvEL 1 & 2 n n n

n n n n

CLAS BEG SES JANu IN Ar 2013y 28, SEAT IN LIMI G IS TED

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THE CANADIAN ACADEMy

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15

Tips to Securing Employment

Nice to Smell You

Check Your References

Big, Sweet Lies

The Objective of an Objective

Whether it's eau de cigarette or an overgenerous splash of Obsession, your smell plays a significant role in a job interview. In fact, it may be a deciding factor in giving you a job -- so don't go overboard.

The best idea is to go scentless -- have a shower, put on clean clothes and deodorant -- and keep it simple. Some people are allergic to perfume and other scents -- you really don't want to find out during the job interview that your potential boss is one of them.

Remember how you told your evil boss what you really think of him at that smashydrunky Christmas party last year? Before you put his name down as a reference, you might want to talk to him about it first. You know, just to see if he really does have a short-term memory loss. Always check with potential references before giving out their names to ensure that you have the updated title and contact info and will get a good review instead of one that will cost you a job.

Do you really know how to speak four languages fluently? Can you actually build and design websites, fly airplanes and assist in surgery? No? It's never a good idea to say that you are good at something when in reality your experience is limited or nonexistent. When it comes to resumés and cover letters list the skills that you have and feel confident in. Mention your language proficiency but be honest about your skill level and you won't have to panic when the time comes -- and it will -- to back up your claim.

"My objective is to find a job in the hospitality industry" is not a good objective when applying to a job in a particular restaurant. What does it say about you?

Nothing. Your objective section should give an idea of who you are and let the employer know why you deserve the job. Cater it to the position. So what is your objective now?

"A full-time server position at the Gladstone that will allow me contribute three years of experience as a waitress, a Smart Serve certificate and a healthy dose of cheerful personality."

20 Seconds

Please, No Novels

"Hello, hire me please! I'll do anything.

Anything. Please?!" That's nice, but maybe the opening line of your cover letter should be slightly catchier. Actually, it should be as catchy as it is well-written -- the opener should hook the employer in right away. Too cute or too dull ("I would like to apply for the position of an administrative assistant") will land your cover letter and your resumé in a pile. The one in the garbage, that is. You have about 20 seconds to impress so make sure you start impressing right from the start.

Keep your cover letters short and sweet. Employers don't need to know where you were born, what your favourite colour is and why you love salsa dancing (unless, of course, any of it is relevant to the job you’re applying for). Only state how your skills and experience fit the job you're applying to.

Give employers a quick, well composed glance of who you are as an employee. It will increase the chance that they will move onto your resumé instead of tossing your application in the can.

The Art of Quitting

Mock Up Before You Show Up

First, if you can, line up a new job before you hand in your resignation. If that's not possible, at least do some research into your field to see the chances of getting hired.

Give your soon-to-be-ex-employer enough notice and leave on the best possible terms possible. You want to get a good reference so don't walk out and slam the door behind you.

Thank your employer and try to stay in touch -- you never know when it will be of help.

Practice makes perfect so rehearse for your job interview as if it were the most important play of your life (it just may be).

The day before your interview, get a friend or a relative to ask you questions that may come up during the real interview. Practice your handshake, your pose and -- most importantly -- your answers until you are confident in saying them out loud. There's nothing worse than an interviewee who says "I have no clue" or who clams up from stress.

Research Before You Interview

Be a Go-to Person

Gum Out Now

Applying to a company you're clueless about is a lot like going on a blind date. You have no idea if you actually have anything in common, you clam up, and, before you know it, your chances are ruined. Research the company you're after -- know its history, products and competitors -- so you ask the right questions and learn more about the organization. Make the best first impression and you might get a second date, er, interview!

Printer jammed with paper? The fax machine is scary? And how do you use a Blackberry? See, there's magic to operating office machines and while some are becoming obsolete, people with special skills of office arts can easily go beyond their call of duty. How? By knowing how to use faxes, fix printers, unfreeze computers or fedEx packages, set up a Blackberry or GPS. Learn old and new magic office tricks and become indispensable to your company.

Please spit it out before, seriously.

Chewing gum (or candy) at job interviews, job fairs, networking events, while talking to employers or recruiters is a big no-no. Even when you talk on the phone, we can hear you work your jaw into frenzy so get rid of the gum before you dial. Sure, it helps you to relax but your mouth moving constantly while you're not actually talking is a disturbing sight and makes you look nervous and unprofessional.

You, In 90 Words Or Less

Dress for Success

TMI

Beyond your resumé and your business card, lies a combination of the two: an information card. Slightly bigger than a business card, you can hand out this little beauty while networking. It lets potential employers know your name and phone number and your key skills, such as fluency in two languages or web site design skills.

Keep your information card professional looking with a clean background and a standard font, such as Arial.

Sure, jeans have come a long way, but they're a no-no at job interviews unless, of course, you're applying for a VJ gig. Dress professional but think about where you're going to be working and plan your outfit. A conservative suit and tie may be great for a finance job but it may not sit so well with an ad agency. You can call your prospective place of employment and ask about their dress code. On the day of your interview, iron your freshly washed shirt, polish your shoes and turn off your cell phone. Shine!

Telling a potential employer that you talk to spirits, believe in horoscopes and sleep in a coffin may be a little too much information -unless you're applying for a job in a circus.

Please use common sense when bringing things up in an interview -- if it doesn't seem necessary to talk about, then just don't. Your sex life, strange hobbies, a history of illnesses, and religious beliefs should not come up, unless it really would affect your job performance or it was a part of your, er, previous job experience.

We Can't Picture This You know that saying, "paint a picture with your resumé?" It doesn't mean "send a picture with your resumé." (Unless you are specifically asked to do so.) Your appearance has nothing to do with what you do. When you include your pic, you may invite unintentional assumptions. Employers are forbidden by law to discriminate job seekers based on their age, ethnicity, sex and any other distinguishing characteristics. A resumé with a picture attached to it, poking out of a pile, is much like a hot potato -- it will probably be dropped immediately. * Reprinted with the permission of the Possibilities Online Resource Centre – www.poss.ca

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GTA / January 19 - 26, 2013 • Page 19

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A Strong Leader Understands Employee Behaviours

By Garth Roberts

1. Behaviour is observable. An employee comes in late, doesn’t complete assigned tasks and takes every opportunity to enjoy a break. As a manager, you observe these behaviours and probably get ticked off. Your emotions get you grumbling, making comments to stimulate a change and adding stress to your life.

But do you take action? Wait. Don’t let your emotions rule. Instead, observe these behaviours and put a plan in place to find out why the employee is acting this way. There may be a logical reason.

2. Behaviour is situation-based and can vary from one situation to the next.

The person who is a star employee in one situation can be dead weight in another. If someone’s performance varies that much, you need to stop and assess the situation to determine what causes the variance.

Does the new task require a giant performance leap? Have you truly given

adequate and proper direction? Have you allowed the opportunity to ask questions?

3. Behaviour can be flexible, even within a single situation. You give an employee a task and feel he’s on the right path, then you notice things aren’t getting done. Flexible behaviour can indicate a variety of things, including lack of knowledge, lack of motivation, reluctance to change, or other problems that require further investigation.

4. Behaviour is dynamic and always changing. While psychologists may say behaviour patterns are set at a very young age, we continue to change and adjust our behaviour throughout our lives. Family situations, financial crises, physical or mental challenges and something as simple as boredom all affect our behaviour.

Is the once-dynamic employee bored with her job? How about your fantastic team leader? Have you made changes that are negatively affecting his performance?

5. Our behaviour is based on our thoughts and beliefs. Pause for a moment and think back to when you were a teenager. Do you have the same beliefs today? Probably not, particularly if you’re the owner of the business, and you’re trying to motivate your employees to have the same degree of enthusiasm

you have. Could anyone but you motivate you when you were a teenager?

No. You were motivated when someone inspired you to complete a task or take on a new job.

As a leader, your job is to inspire employees so they have the same vested interest in doing a great job and moving the company forward as you do.

Leader, heal thyself first When you look at these five categories, remember, as the leader, when inappropriate behaviour gets in the way, you own part of the problem. It may be only five percent, but it’s a part.

When you tackle behaviour issues, recognize your contribution and deal with it first.

Did you communicate what you wanted clearly? Did you wait to respond to questions for clarification? Are your procedures clear and still appropriate for the changing work environment? Are you an absent leader?

The admonition lead by example is as old as time, but it’s still true. Discover the problem, keep your emotions in check and put a plan in place. Your people need to see you and hear you.

Your behaviour has to match what you’re expecting of others.

Attitude has many meanings Make sure you define the problem behaviour correctly. Have you ever

E3002D

American actress Mae West is quoted as saying, “The best way to behave is to misbehave.” That may have worked for Mae West, but it won’t work on the job. Most companies want behaviour that inspires productivity, performance, and, of course, profit.

Defined as observable activity in people and animals, behaviour can be broken into five categories:

grumbled about an employee having a poor attitude? Attitude is an umbrella word. It’s not behaviour. It has many meanings, depending on who’s using the word.

To you, attitude means the employee doesn’t care about his work; to your customer, it means she receives slow service at the counter; and to your employee, it means no one seems to care what he does. In the employee’s mind, the boss’s attitude needs work. Who looks at your behaviour and asks for corrections?

Garth Roberts is a Leadership Coach and Trainer. Reprinted with permission from Troy Media.

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GTA / January 19 - 26, 2013 • Page 21

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Finding the right

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Knowing that companies are hiring again is meaningless if you’re unsure about which career path to take.

Everyone knows dabblers who have tried their hands at countless jobs yet never settled permanently into one they really love.

There are many reasons for job wanderlust.

Often, it stems from impatience. The result is never sticking around long enough to give a job a chance and to find the reasons why you like or hate a job.

If you fall into that vague career zone, don’t consider it a personal failing. If it’s any consolation, you have plenty of company. Nevertheless, it’s a frustrating place to be, especially now that the job market in most industries is looking better every day.

Last year, the job market was in pretty bad shape, and future prospects looked grim indeed.

Today, many tech companies are rebounding at a remarkable pace, and new ones are revving up just as quickly.

No better time to get on the stick If your career has been limping along and you’re barely making ends meet, there is no better time to put yourself on the right track. The one thing you want to avoid is randomly applying to dozens of jobs on national job boards. That’s as fruitless as spitting into the wind. You might land a job or an assignment, but what good is it if it leads nowhere?

Few of us are fortunate enough to be able to knock off for six months or a year in order to find a career we love. But, with some planning and belt-tightening, consider coasting on a modest salary that covers your costs so you can free up time in the evenings and on weekends to explore the career marketplace.

Where to begin Unsure or confused about what career path to strike off on? The tried-and-true process of elimination is a proven way to begin. Make a list of all the jobs you’ve had over the past three years, and immediately eliminate the ones you hated. Of the remaining ones, which ones would you go back to and try again because they weren’t given a fair chance? Even if nothing comes of it, it’s a place to start.

Education, information and experience lead to opportunity Once you have some direction, begin the search. In no particular order, the keys opening the doors to opportunity are education, information and experience.

Education. Los Angeles Economic Development Corporation chief economist Jack Kyser says that the pulse of the career marketplace can be accurately taken by plugging into courses, degree programs and certificate programs taught at community colleges. “Community-college training programs and courses are often fashioned around employers’ needs,” says Kyser.

Also explore online training programs. The amount of free material available online is staggering. You’re foolish not to take advantage of it.

Information. Tap everything available – friends, print newspapers and endless online newspapers and e-zines.

Experience. What better way to test different jobs or companies than by registering with a temporary staffing company and pursuing shortterm assignments? If you have easily marketable skills, the work will practically come to you, says Kyser. “Most employers are looking for good communicators who can read, write and who also have basic computer skills. Bilingual candidates have an edge.”

Make no assumptions about marketplace Approach it with an open mind and positive attitude. The only thing you can count on is change. This is particularly true of technology jobs. Stick to what’s hot. In IT, you can’t go wrong pursuing networking and security jobs.

Organizations are all about keeping their employees connected. That spells constant demand for project managers and network and software engineers, to name a few.

Small company, large company? All organizations, regardless of size, are hiring. Small ones are desperate for fast learners who can do everything. If you are a quick study and willing to work hard, pursue high-potential small companies with under 100 employees.

Pack your bags It often pays to travel when opportunity knocks. It could mean a long commute at first, and possibly a relocation later on. It might be worth your while to seriously consider relocation should a special job surface. Do you want to risk passing up a great opportunity, counting on something better coming along? You could wind up regretting your decision.

Bob Weinstein is the Managing Editor/New York Bureau Chief at Troy Media. Reprinted with permission.

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Resume Toolkit:

Good (and Bad) Action Words The cliche “it’s not what you say, but how you say it” rings true when it comes to resumes. Stating that you’re “friendly” on a resume may tell an employer you are approachable, but may also imply you are chatty... not such a good thing. Better to say you have strong interpersonal skills or that you work well independently and in a team setting.

Read on to found out what other words work on a resume ... and which ones don’t!

Active Words Employers respond well to phrases that demonstrate action on your part in past work situations: increased, implemented, lowered, led, managed, negotiated, presented, tested.

Resumes for Dummies suggests the following are good action words for describing communication and creative skills: Addressed, clarified, created, designed, developed, directed edited, enabled, initiated, launched, lectured, produced, projected, realized, reported, shaped, translated, wrote.

Examples When using these words remember to include specific examples. A future employer wants to know how much you lowered costs, how many staff you managed and how much you increased sales through the ad campaign you created. Numbers are usually a good way to do this: lowered absentee rate by 10%, increased night shift production levels by 12%.

If you don’t have an impressive example to back up a particular skill, consider replacing it with another.

DO NOT embellish to make an impression. Lying on a resume can be embarrassing if you are caught, and can be a reason for termination if it is discovered after you are hired.

Keywords Keywords, simple phrases common to specific careers, are becoming a crucial addition to many resumes, especially those posted on the Internet or sent via e-mail. More and more job search web sites like Monster and Workopolis now use “tags” or specific lists of words to search resumes, allowing employers to narrow down the number they actually read.

If your resume does not contain the key industry phrases an employer is looking for, it is likely your application will never even make it to the inbox, regardless of whether or not you have the proper skills.

An employer will also scan resumes for these keywords when creating an interview list from a stack of resumes.

So what are these keywords? It depends on your industry or the kind of position you are looking for. The key words for a graphic artist could be much different than those of a medical technician.

According to the article Resume Keywords: Four Tips to Get your Resume Noticed by Gretchen Ledgard, the first place to look for good keywords is in the job ad. “Read the job description for “must have” skills.

These qualifications will give you an idea of what a recruiter will be searching on.”

Another way to find out the common keywords in a specific career sector is to do a little research. Read industry newspapers or web sites. Network at industry events and ask questions about how others describe their skills to see if common phrases pop up.

Phrases to avoid When choosing your words, avoid phrases that don’t serve any real purpose on a resume. Employers may see them as a waste of space. For Example: Vague Statements Participated in, aided in, assisted with, facilitated These phrases take up space but do not offer insight into your specific skills -- employers want to know what you did specifically.

Superlatives Effectively; rapidly; easily; skillfully; expertly Since you don’t usually highlight failures on your resume, an employer will assume if you list something on your resume it’s a skill or task you did successfully. Superlatives like these don’t offer much to an employer and may come off like bragging.

Finally Ledgard notes that while employers tend to favour people with good “soft skills” they rarely enter them in as search terms for resume databases.

You may want to keep to a minimum terms like: good team player, positive attitude, good personality, excellent manners.

“Reprinted with the permission of the Possibilities Online Resource Centre-www.poss.ca”

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GTA / January 19 - 26, 2013 • Page 24

Surviving your company's

hiring freeze

By Richard Davis

As the economy continues the slow process of recovery, a lot of space in magazines, blogs and websites is devoted to speculation on when hiring will return to more normal levels. In truth, no one has a credible estimation as to when companies will feel secure enough to add headcount.

But behind the headlines are real flesh and blood people who are tasked with filling the workload gaps and keeping organizations productive without the luxury of ramping up staffing levels.

The stress is felt both by managers, who must keep the workforce motivated and engaged, and the employees themselves, who are often asked to achieve the same volume of output done by many more people in the past. The question is: Can “the few” continue to do the work of “the many” without burning out?

Part of the problem is uncertainty.

It is easier psychologically to endure intense periods of stress when they are short in duration and an end is in view. Open ended stress takes its toll emotionally and physically. Over time, this kind of stress leads to what psychologists call, “learned helplessness” – a kind of stressful malaise in which people feel powerless to change themselves or their situation. It can be quite difficult to emerge from such a state, and I

suspect a great number of “Hiring Freeze Survivors” are stuck there at this very moment.

Try some of the following methods for dealing with the pressure:

• Beware the hassles Most people think of big life events as the major sources of stress, but in fact it is the small, daily hassles that create real tension. Losing your keys, having someone cut in front of you at the cafeteria, waiting too long for a slow elevator, not being able to find a pen when you need it – these are the constant irritations that will really cause one to burn out. When trying to reduce the inevitable stress of a hiring freeze, don’t think in terms of the big issues; think about how you can remove the subtle hassles in your life that never fail to drive you crazy.

• Be an optimist It may sound facile, but many studies show that optimists are best able to cope with stress and are the most resilient in the face of ambiguity.

So, look for the bright side – it will serve you well. Think about the future and your goals. Create a set of objectives for the year and think about how you are going to achieve them.

Above all, think up a plan and look ahead as much as possible.

• Know when to worry

• Use your social network

Differentiate between productive and unproductive worrying. Worrying can sometimes allow us to come up with solutions to challenges as we dwell on them and tease the answers from our brain. Thinking about a project while running or working out often produces an insight previously overlooked. Worrying unceasingly about circumstances over which we have no control over is frustrating and counterproductive. If you are going to worry, do it about the stuff you can control and try your hardest to block out all the rest of it.

No, I don’t mean go on Facebook and commiserate! I mean your real social network – the people around you may be your best defense against work-related stress. Individuals with healthy relationships at home, with friends, and with colleagues are much more able to handle stress than those who have negative or non-existent social support systems. Be careful not to over-share your pain, but instead rely on the people around you to make life fun and interesting. Your workdays will seem better as a result.

• Keep healthy Speaking of running – watch out for your health. Don’t forget to allow time for exercise. Not only does it reduce stress levels by burning off excess adrenaline, it also relaxes muscles and promotes better sleeping habits. If you only have time for a 15 minute walk, take it. Find opportunities throughout the day to burn a few calories – take the stairs, park your car away from the entrance or review a document while standing up. Try to keep to a regular bedtime and start winding down an hour ahead of time by reading or listening to your favorite music.

While these suggestions are mostly common sense, it is important to be aware of what the stress in doing to you and find something in your life that can break the cycle, even if it is just for a short period of time.

Richard Davis (author of The Intangibles of Leadership: 10 Qualities of Superior Executive Performance is licensed as an Industrial/ Organizational Psychologist by the College of Psychologists of Ontario. As a management psychologist and partner with the Toronto office of RHR International, he helps senior leaders execute their business strategy through smart decisions about people. He can be reached at rdavis@rhrinternational.com. Reprinted with permission from Troy Media.

GTA / January 19 - 26, 2013 • Page 25

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TRAINING OPPORTUNITIES

American actress Mae West is quoted as saying, “The best way to behave is to misbehave.” That may have worked for Mae West, but it won’t work on the job. Most companies want behaviour that inspires productivity, performance, and, of course, profit.

Defined as observable activity in people and animals, behaviour can be broken into five categories: 1. Behaviour is observable. An employee comes in late, doesn’t complete assigned tasks and takes every opportunity to enjoy a break. As a manager, you observe these behaviours and probably get ticked off.

Your emotions get you grumbling, making comments to stimulate a change and adding stress to your life.

But do you take action? Wait. Don’t let your emotions rule. Instead, observe these behaviours and put a plan in place to find out why the employee is acting this way. There may be a logical reason.

2. Behaviour is situation-based and can vary from one situation to the next. The person who is a star employee in one situation can be dead weight in another. If someone’s performance varies that much, you need to stop and assess the situation to determine what causes the variance.

Does the new task require a giant performance leap? Have you truly given adequate and proper direction? Have you allowed the opportunity to ask questions?

3. Behaviour can be flexible, even within a single situation. You give an employee a task and feel he’s on the right path, then you notice things aren’t getting done. Flexible behaviour can indicate a variety of things, including lack of knowledge, lack of motivation, reluctance to change, or other problems that require further investigation.

4. Behaviour is dynamic and always changing.

While psychologists may say behaviour patterns are set at a very young age, we continue to change and adjust our behaviour throughout our lives. Family situations, financial crises, physical or mental challenges and something as simple as boredom all affect our behaviour.

Is the once-dynamic employee bored with her job? How about your fantastic team leader? Have you made changes that are negatively affecting his performance?

5. Our behaviour is based on our thoughts and beliefs. Pause for a moment and think back to when you were a teenager. Do you have the same beliefs today? Probably not, particularly if you’re the owner of the business, and you’re trying to motivate your employees to have the same degree of enthusiasm you have. Could anyone but you motivate you when you were a teenager? No. You were motivated when someone inspired you to complete a task or take on a new job.

As a leader, your job is to inspire employees so they have the same vested interest in doing a great job and moving the company forward as you do.

Leader, heal thyself first When you look at these five categories, remember, as the leader, when inappropriate behaviour gets in the way, you own part of the problem. It may be only five percent, but it’s a part. When you tackle behaviour issues, recognize your contribution and deal with it first.

Did you communicate what you wanted clearly?

Did you wait to respond to questions for clarification?

Are your procedures clear and still appropriate for the changing work environment? Are you an absent leader?

The admonition lead by example is as old as time, but it’s still true. Discover the problem, keep your emotions in check and put a plan in place. Your people need to see you and hear you. Your behaviour has to match what you’re expecting of others.

Attitude has many meanings Make sure you define the problem behaviour correctly. Have you ever grumbled about an employee having a poor attitude? Attitude is an umbrella word.

It’s not behaviour. It has many meanings, depending on who’s using the word.

To you, attitude means the employee doesn’t care about his work; to your customer, it means she receives slow service at the counter; and to your employee, it means no one seems to care what he does.

In the employee’s mind, the boss’s attitude needs work. Who looks at your behaviour and asks for corrections?

Garth Roberts is a Leadership Coach and Trainer. Reprinted with permission from Troy Media.

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