Maximizing the Utility of Employee Assistance Programs

Maximizing the Utility of Employee Assistance ProgramsMaximizing the Utility of Employee Assistance ProgramsMaximizing the Utility of Employee Assistance ProgramsAttachmentMaximizing the Utility of EAPs PDFMaximizing the Utility of EAPs RecordingNoteYoull need Adobe Reader to view the PDF file above.Download Adobe Reader.Wednesday, June 18, 2014To employers, the value proposition of an employee assistance program (EAP) is based on the understanding that employees with unresolved mental health and emotional well-being concerns often have troubles in their professional and personal lives that ultimately impact a companys bottom line.Historically, EAP providers have used a variety of metrics to illustrate their ability to resolve or mitigate ansicht concerns, such as employee utilization rates, referrals to external resources, satisfaction surveys or website usage. While these measurements may be effective ways to identify the level of awareness that an EAP has within a clients employee population, they dont truly address the impact that the EAP had on the individuals who used the program.New research by CuraLinc Healthcare, a leading provider of employee assistance programs, suggests that EAP models with the proper construct and focus can facilitate meaningful and lasting behavior change that leads to a decrease in absenteeism and an increase in productivity. The study, Outcomes and Impact Maximizing the Utility of Employee Assistance Programs, also shows that an EAP has the ability to improve the health of employees who present with depression and alcohol abuse.Using a proprietary assessment and follow-up process to measure baselines and outcomes from EAP participants, the CuraLinc study uncovered a number of outstanding results that would be explored in the session.These results came from an analysis of over 1,900 EAP cases between January 1 and December 31, 2013.Presented bySean FogartyPresident, CuralLinc HealthcareJohn KamilisVice President, LCPC, CEAP, DCC, CuraLinc HealthcareAnne MortonVice President of Client Services, CuraLinc Healthcare

Report 85% of Baby Boomers plan to work into their 70s (and even 80s)

Report 85% of Baby Boomers plan to work into their 70s (and even 80s)Report 85% of Baby Boomers plan to work into their 70s (and even 80s)Theres no doubt about it many Baby Boomers simply arent ready to retire. Either they dont have enough money saved up yet, or they simply arent ready to leave the working world behind.Deloitte Insights took a look at what this means for the workforce, which will now absorb five generations of workers. Some organizations will be more prepared than others for people working well past retirement age. Deloitte examined who our oldest workers are, what they need, what drives them, as well as how employers can create jobs that utilize the valuable set of skills they bring to the workplace.The current volume and rapid increase of people remaining well past traditional retirement age is unprecedented, according to the report. By 2024, 1 in 4 U.S. workers will be 55 or older, a major increase in mature workers.Eight-five percent of the Baby Boomer population plans to work until their 70s and even 80s, according to the U.S. Senates 2017 Special Committee on Aging report, Americas Aging Workforce.While finances are a very real concern for Boomers, there are many older workers creating second careers, or working bridge jobs, simply because they value working and staying connected to the wider world. In a Deloitte survey of 5,000 U.S. workers ages 55-64, making an impact scored higher than money in the category of what motivated them to work hard at their job, with 52% choosing making an impact, and 42% choosing monetary rewards. An additional 42% chose having a flexible work schedule.Pushing past negativesThere are negative misconceptions around older workers that must be dealt with. One persistent idea is that Boomers are standing in the way of younger talent moving up in an organization. In Deloittes2018Global Human Capital Trendsreport, 15 percent of respondents believed that older employees were an impediment to rising talent.However, focusing on older workers very real, positive attributes can cancel out the negative messages.Older workers tend to be more engaged, and engagement has been shown to increase with age. This makes them more valuable than Millennials in that category, who tend to have low engagement levels. Their long work experience means that their work product is generally better than their younger counterparts. They also have better social skills and good organizational citizenship showing up to work on time, listening, displaying a positive attitude, etc.Deloitte described six personas that make up the over-60 workplace, based on their primary motive for working.Bridge worker (25-30%) Part-time with a new employer. The bridge workers motivation is usually financial. This group represents the largest percentage of older workers.Alumni worker (20%) Someone who comes out of retirement, or comes back to the company part-time as a mentor. This type of worker may need flexible hours, but still wants t o do meaningful work.Tenured worker (15-20%) Also called phased retirement, this worker often wants to leave something behind at their organization, and pass down knowledge to others, and retire at their own pace.Gig worker (5-7%) Gig workers are most often motivated by flexibility and find jobs through freelancing platforms.Encore worker (9-12%) Doing volunteer work or civic service as a second career, the work is the reward in itself.Self-employment (9-12%) The self-employed are often either continuing an existing business, or chasing the dream of making something from nothing and the satisfaction of owning something.For these workers and others like them, Deloitte suggests that employers use mature workers as mentors for younger workers, plan phased retirement plans to allow workers to retire flexibly and intentionally, and find a way to re-skill older workers, like the apprenticeship model.

How to Manage Former Peers

How to Manage Former PeersHow to Manage Former PeersIf youve been promoted to a role where youll be managing former peers, you may be apprehensive about the unique challenges you could face. Here are some lessons one creative professional learned about navigating these murky waters.Congratulations You just received a hard-earned promotion, and now youll be overseeing the creative kollektiv youve been working on. While you should rightfully be happy about the step up, you may naturally be feeling apprehensive or awkward about managing former peers, especially if they are your close friends - or adversaries.During my career, Ive been promoted to positions in which I was leading former peers. Ive also reported to two different friends, one of whom I had been close with for 22 years. In these scenarios, all pspeciesies involved had to acknowledge that the professional stakes had been raised and then work together to establish new boundaries. We had honest conversations about how we woul d deal with manager/employee interactions like task delegation, annual reviews and other feedback, both good and bad.If you find yourself in a similar situation, dont panic. You were promoted because you have that ideal combination of creativity, technical know-how and soft skills like communication, problem-solving and conflict resolution. So put those skills to use as you transition into your role of managing former peers. Here are a few ideas based on my experiencesDont assumePut aside assumptions about your new reports preferences and goals and meet with them individually to find out what they do and dont like about their current role. This is also a good time to find out about their short- and long-term career development plans, especially if youll be shifting workloads or restructuring the kollektiv in the near future. Do they want to move into an art director role or are they happy with production work? Do they dream of overseeing other copywriters, or do they prefer to write the copy themselves? Are they looking to transition into UX design? Finding out early on will help you start to form a roadmap for managing your creative team.Set boundaries when managing former peersIf youll be supervising a friend, meet with him or her to establish some new guidelines for your on-the-job relationship. For example, if you currently eat lunch together every day, explain that you will need to cut back on social time at the office. You may decide to invite the whole team to join you in the lunchroom if its a small group or make a habit of regularly asking individual team members for one-on-one lunches. Conversely, if you often lock horns with a particular team member, address the conflict head on and ask if he or she has any concerns about working for you that you can resolve quickly.Establish trustWhen managing former peers, its crucial that they know you will be discreet about sharing personal information and that you will not hold things you already know against t hem. Its especially important for the entire team to recognize that you will not play favorites or share sensitive information with a staffer with whom youre particularly chummy.Dont overdo itBe sure not to overmanage or undermanage your former peers. Take a step back and think objectively about how you want to lead, what you want to accomplish and how you want your team to interact. Then apply those tactics fairly across the board. Your objective should be to keep morale high and the creative juices flowing, which will be easier if your team feels like youre in control but also flexible.Ask employees how they like to be motivatedWhile friendship is a two-way street, its up to you as a new manager to find out what motivates each of your direct reports. Do they respond best to frequent check-ins or prefer a more hands-off approach to their creative work? What type of feedback inspires them? If youre friends with your team members, you have the advantage of already knowing a good deal about what makes them tick, which can help you engage them in a way that will allow them to do their best work.Grow a thick skinWhile some of your friends may be excited for you, others might be wary of your new role. If a former peer distances herself a bit after your promotion, dont take it personally - as long as shes still showing respect and continuing to be a team player. The person may be cautiously figuring out how to approach the new relationship, just as you are. And while you want to foster harmony and morale on your team, remember that being a good manager isnt a popularity contest.Managing former peers isnt always easy, but managing people you havent built a relationship with can be equally difficult in different ways. So take advantage of the opportunities that come with familiarity and use caution when navigating the trickier hurdles that come with your new role.Need to hire? For time-strapped managers, recruiting creative professionals isnt easy. Learn how we can h elp you

How to Lose Your Job Before You Start

How to Lose Your Job Before You StartHow to Lose Your Job Before You StartHow to Lose Your Job Before You StartAlthough there can be plenty of factors that can affect your job prospects, I am going to discuss the most common one, plagiarism along with a few other mistakes people make. This is an issue that has widespread implications, beginning from your academic endeavors to affecting your career goals and prospects. Plagiarism, poor grammar and poor sentence structuring are considered as career killers that too before the individual even has the chance to start his or her new job. In light of this, mentioned below are some of the common mistakes you must avoid when writing your resume in bestellung land a job successfullyDeadly Mistakes People Make when Drafting their CVCourtesy jonkeegan.comGrammatical Errors and Silly TyposCareless grammatical mistakes and typos are the direct result of not proofreading your resume after you are done with it. You may think you dont make mistakes and that it is all too easy believe me nothing can be farther from the truth. Typos and grammatical errors can be job killers, especially with the hiring manager. Yes, you know how to spell just fine, and you know the details provided at the front and at the back of resume by heart, which is all the mora reason you should take a few minutes to proofread for grammatical errors and mundane spelling mistakes. You have spent hours writing up your resume, reading it again to look for errors wont kill you.And if you dont want to proofread it yourself, another good alternative to ensuring that your resume is spik and span is to have a friend go over it with a fresh perspective. There is no question that for some individuals, spelling mistakes and grammar may just leap right off when they go over it, which is why a second opinion can considerably bode well for them.Plagiarism A Big, Big No NoPlagiarism has become all too common in this domain as well. And because of the fact that compani es have to sift through hundreds and thousands of resumes, all for a single position, they have to pick and choose the best ones. And this is where the problem starts for the candidate applying for the position. A majority of people, in order to have the best resume, outsource the task to different CV, report and letterhead writing services. And although they have no intention to plagiarize, more often than not, the third-party organization ends up copy pasting content from the internet landing the candidate into trouble. So you have to be confident about the resume writing service and professional resume writer you choose.For a HR department of any business organization looking to employ the services of college students, it is pertinent to consider some recent statistics, which have identified that over 80% of college students have pleaded guilty to cheating and plagiarism at least once when they were in school or college. Moreover, it welches also discovered that 36% plagiarize c ontent directly from the internet while 54% copy and paste material once during their academic undertakings.So, hiring manager and human resources executives are always on the prowl to scrutinize plagiarism patterns, which means there is no way you wont be caught. In simpler terms, avoid plagiarism, write your own resume.Totally Neglecting to Add KeywordsThese days, a majority of resumes are electronically previewed first before reaching the HR manager. Companies have incorporated the use of keywords searching software for resumes, which helps them sift through resumes faster. So, if your resume doesnt mention the essential keywords it may not even end up lasting the electronic culling, let alone reach the human reader. So, in order for a resume to be successfully screened, you need to add all the keywords mentioned in the particular jobs description. They keywords are never pre-defined or bold you have to search for them, which is easy. Always look for words or phrases in the descr iption that have been mentioned more than one time.Boring the HR Manager by Being Exceptionally WordyUnless you are an accomplished and tenured professor who has more than three decades worth of experience in your career, yeah, writing a three or four-page resume makes a ton of sense. However, if you are no more than an average worker in a traditional industry it is pertinent that you skim your resume to be on a single page or if need be, on two pages, but that is itIt is important to cull your words, being sophisticated and judicious. Why? Well, that is because you need to leave a bit of white space on your resume as well. Furthermore, dont bore the human resource manager by rambling on about your past experiences and qualifications. He just wants to determine whether or not you are indeed suitable for the job description you are applying for.Being SpecificNever be vague on your resume. It is important you realize that you need to add quantitative, real assignments. You have to be very particular about writing the details of your accomplishments and how you are better suited for the job offered. Robotic job descriptions sound just that robotic. The human resource manager will not even take a second to think that youve copy pasted the description from a plethora of job listing websites.Biggest Plagiarism ScandalsJoe BidenIn the 1988 presidential race, vice president Joe Biden was compelled to withdraw his candidacy over reports and allegations of blatant plagiarism. A majority of Bidens speeches back in 1988 were taken from Neil Kinnock, who himself was unsuccessful in his quest to defeat Prime Minister Margaret Thatcher.All in all, these are some of the deadliest mistakes you can make when writing your resume. Pay close attention to the aforementioned tips and guidelines and try to write an original, to the point and specific resume.Guest Author BioWayne Watson is a professional copywriter and content manager at Paraphrase Tool.net. He is passionate about or iginality and offers tips and information to help others avoid plagiarism.

What Employers Want to Know in In-Person Interviews

What Employers Want to Know in In-Person InterviewsWhat Employers Want to Know in In-Person InterviewsMore and more hiring managers today are doing a preliminary interview over the phone before conducting in-person interviews. If you make it past this first step, and youre fortunate enough to land an in-person interview, congratulations As parte of your job hunt strategy, its essential to understand the main hiring considerations from your interviewers perspective.In-person interviews the hiring managers perspectiveWhittled down to its core, the in-person interview is a hiring managers attempt to find out three thingsCan you do the job? Interviewers want to know if you have the ability to handle the basic responsibilities of the role. They will likely ask many questions to this effect during the in-person interview. Theyre interested in the skills you have and your relevant work experience.Need help navigating the interview process? Look no further than Robert Halfs expert recruiters who have been helping job seekers like you find great career opportunities since 1948.GET HELP FINDING WORKDo you really want the job? Companies want to hire someone who is genuinely enthusiastic about the opportunity. Theyll be closely listening to the way you give answers during the in-person interview to evaluate your true level of excitement. Your attitude and the questions you ask will indicate the sincerity of your interest and how motivated you are to land the position. Be aware of interview donts.Will you fit in? An employer wants to gain a sense of how well youd fit in with the corporate culture, and there is no better opportunity to observe this than during an in-person interview. Be yourself and let your personality shine through.

Fraud, Deceptions, and Downright Lies About Copy and Paste Resume Template Exposed

Fraud, Deceptions, and Downright Lies About Copy and Paste Resume Template Exposed You will be given a PDF instruction file with links to where it is possible to download them. It shouldnt be a paragraph. Closing paragraphThe closing paragraph ought to be pretty straightforward. Make sure you chance to be inside the Resumes section and select the. All of the info on the page needs to be highlighted. Resumes are usually categorized by the fashion in which the info is presented. A Secret Weapon for Copy and Paste Resume Template You may have to rearrange some text so that it looks nicer. Highlight the text youd love to use the formatting to. Utilize yur spacebar instead. Then click on your browser window to return to the page at which you will paste your resume. Its possible to make use of unterstellung templates for many years to come, and change the colors and fonts in the event that you would love to give it your very own unique personal touch. If you want the image on our site, please dont be afraid to visit again and get inspiration from all the houses in the image of our internet image. Left-click within the text box. The Foolproof Copy and Paste Resume Template Strategy Resume templates are likely the one most useful tool when seeking to compose your resume. Employing a template can cut the quantity of time youve got to spend formatting your document, which makes it possible for you to concentrate on adding content and polishing your resume. Templates may be used for making CV, resume so as to apply for jobs. If youre on the lookout for a fast approach to begin your resume, google docs resume templates are among the handiest solutions around. Choose the resume file you wish to use and open it. Just check the work offer initially to make certain PDFs arent banned. Follow these actions to safeguard your formatting meets best practices regardless of what version youre using. If youre not acquainted with using Google Docs, the formatting features are easy to use. You are going to want to highlight your experience and whatever would make you distinguish yourself from the rest of the individuals applying for this position. Then you likely might wind up not including some important places and which includes other folks which arent that necessary. Next, in case you have these skills, make sure you include them on your resume. Then you likely may end up not including some important places and including different folks that arent that essential. What You Can Do About Copy and Paste Resume Template Beginning in the Next 4 Minutes Just take this information and choose the simple entry level resume which best suits your personality, and begin your job hunt. Basic resumes typically have an extremely classic and standard tone. An excellent job description template should allow it to be simple to list job duties and duties for every single job in your business. Use high school bullet points to find the job. When you c ould be fresh out of school and on the lookout for your very first job, the procedure can be overwhelming. A resume objective is essentially a construction resume job objective. You came to the correct place to compose your construction resume. It can be difficult to obtain the right resume template when you are simply going into the workforce. In addition, you can look for bank teller jobs on Monster. Also, though you should always create a distinctive and customized resume for each and every organization you apply to, should you plan to send the exact one to do different businesses, make certain you still create two distinct docs. Instead, the organization would like you to cut and paste your resume in their web-based job application. Look in the work offer to discover the firms biggest need.

Evaluating Cultural Fit Ask These 5 Interview Questions

Evaluating Cultural Fit Ask These 5 Interview QuestionsA job candidate may look great on paper, but will they fit within your organization? Cultural fit is one of the most important things hiring professionals need to evaluate for in a job bewerberinterview, but its also one of the most challenging traits to identify. Without working with an applicant, or knowing them, determining whether they are a good fit for the team is difficult. But, asking the right interview questions can help. Here are some of the best interview questions to evaluate a job candidates potential to fit within your company culture1. If I walk by your desk at 530 p.m., what will I see?Their answer will reveal their view of work and their thoughts on what a workplace should be like. You can evaluate that against your culture. Does everyone stay until 9 p.m. to work? Is everyone gone at 430 p.m. to beat traffic? Is there a startup feel where everyone works remotely, but all the time? If the candidate says, Im long gone, then you know how they stack against your culture. If they say, Im working hard and ordering takeout dinner, you know whether they fit in or if they are an outlier.Ive gotten answers all over the map from, Id be organizing my desk for the next morning, to Youd see my phone forwarded so I can work from home in the evening.Joseph Campagna III, President, My Virtual HR DirectorMYVIRTUALHRwants to know where youll be at 530 p.m. InterviewQuestionsForCulturalFitClick To Tweet2. What are you most passionate about?What ignites excitement and fire in your heart? The common denominator of success and happiness is painfully simple its our fuel of purpose.A life fueled by a purpose of passion will always create more passion. Passion begets passionpositivity begets positivity. So, an interviewee that is able to identify their passion is one step closer to being able to work toward and for that passion, which will, in turn, yield happiness and, ultimately, success.Kris Fannin, CEO and Founder, IntelivateA life fueled by a purpose of passion will always create more passion krisfanninCulturalFitClick To Tweet3. Describe your ideal work environment.If you had a magic wand and could create your perfect job and work environment, what would it look like?I like the idea of giving a candidate a blank slate to articulate what he or she desires in an organization. In my experience, their responses immediately highlight whether or not their ideals align with the company culture.Amber Hunter, Director of Employee Performance, A Plus Benefits, Inc.What does the perfect work environment look like? InterviewQuestion via APlusBenefitsClick To Tweet4. If we were stuck, what would you do?I ask myself this question throughout the interview process, as well. The question is If I were traveling on business with this individual and we got stuck at an airport for an unexpected 12-hour layover with nowhere to go, would it be a comfortable experience or a nightmare? When the going gets tough and it does within any organization I need to know that there is enough of a comfort zone with each one of my employees where we can weather any obstacle that comes our way. As a scaling firm, we experience growing pains and need people who reflect our values and with whom we are comfortable navigating any hurdles.yachthafen Byezhanova, Partner and Director of Candidate Experience, Pronexia Inc.How would YOU spend a 12-hour layover? PronexiaComfortZoneClick To Tweet5. Walk me through your perfect work day.This question provides a candidate the chance to highlight what they value in a workplace. Do they prefer to work independently or with teams? How does socializing fit into their idea of working? Most interviews are structured to assess a candidates competence to do the role and then how they will fit. This question provides a glimpse into what the employee values, which we can compare to our company.Todd Horton, Founder and CEO, KangoGiftGet a glimpse into your candidate v alues with this question from kangogiftInterviewingClick To TweetWhat are your favorite interview questions to assess cultural fit? Let us know in the comments below