Webinar Wrap-Up: Managing a Multi-Generational Workforce in a Customer Service Environment

employee-growth-metricsManaging the differences between the generations in the workplace has proven to be difficult for many business leaders. Generational challenges and dissimilar working styles are ever-present and can cause a disconnect between employers and employees. When you add the headaches associated with a customer service environment to these generational differences, serious operational issues can arise and impact your bottom line. Adecco’s recent webinar, “Managing a Multi-Generational Workforce in a Customer Service Environment,” helps leaders and managers mitigate these issues. In the webinar, topics include a detailed look at the generations in the workforce, leveraging generational strengths, best practices for addressing generational challenges, management tips and advice for helping the younger generations provide excellent service.

Panelists for the webinar include Bruce Tulgan (Author, Founder & CEO of RainmakerThinking), Wendy Slayton (Senior Vice President of Human Resources for Adecco Group North America), Kristen Leverone (Senior Vice President & Global Talent Development Practice Leader for Lee Hecht Harrison) and Lauren Griffin (Senior Vice President of Adecco Staffing, USA). Individuals who attended the webinar earned Human Resources Certification Institute (HRCI) credit, which counts toward the certification and recertification process for HR professionals.

If you are interested in viewing the “Managing a Multi-Generational Workforce in a Customer Service Environment” webinar, click here. For those wishing to receive HRCI credit, we will be granting accreditation through October 10, 2014 for those who watch the webinar in its entirety. Please note: In order to receive credit, you MUST complete the form that appears and provide valid information. Your HRCI credit information will be sent within a week of viewing.

If you wish to view only the slides presented in the webinar and are not interested in receiving HRCI credit, click here.
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The top 7 skills for content marketing jobs

man-and-woman-in-marketingThe game has changed in marketing.

Traditional advertising and highly structured marketing campaigns are fast being replaced by more nimble approaches that feature content marketing as a means to raise awareness, build brand loyalty, and, ultimately, sell products and services.

The revolution is already well under way. Studies show 44.9 percent of B2B companies plan to hire for content marketing in the next year. Of the companies that already have a content marketing team in place, 98 percent expect to grow in the next year.
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Emotional intelligence in the workplace

job tipsEmotional intelligence is the “ability to be aware of, name, and manage one’s emotions.” Beyond this, emotional intelligence in the workplace suggests an ability to understand the emotions of others and “relate to others in effective ways both personally and professionally in a wide range of contexts and roles.” Despite the misconception that decisions, particularly in the workplace, are made through reason and logic, it is actually true that “we decide 100 percent of everything emotionally and then spend hours, weeks or months underpinning these decisions with logical justifications.” In the workplace, candidates with a strong level of emotional intelligence are able to maintain a level of professionalism and adapt emotionally to accommodate a wide range of challenges. Emotional intelligence is the driver behind strong business deals, sales and marketing, and partner relationship – among many other professional situations.
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Best Practices for Writing a Job Description

hands-writing-job-descriptionToday’s job market already faces a daunting skills gap, and when hiring managers and employers are unable to craft a realistic and successful job description, this gap only widens as they fail to attract and align with the talent and skill sets needed to fill the role(s). Employers must do their part in combatting the skills gap – and attaining the best possible talent for their own benefit – by understanding how a strong job description is crafted. Anyone hoping to hire the perfect candidate must master this mundane but critical skill.

The job description must cater to the most prominent needs of the role, maintain a level of realism, and be worded in a way that catches the attention of the right people.
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Filling The Talent Pool: Industries & places that are hiring

Jobs, at long last, appear to be back.

The U.S. economy added 298,000 jobs in June and another 209,000 jobs in July, according to the Bureau of Labor Statistics. Over the past six months, the economy has added 1.5 million jobs, marking the strongest six-month stretch for hiring since 2006. Meanwhile, job openings in the U.S. recently rose to the highest level in five years.

“It feels to me like the job market is humming,” Mark Zandi, chief economist at Moody’s Analytics, told the Houston Chronicle.

This is very good news for sure. Yet, good news that comes with a unique challenge. As the demand for workers grows, filling the talent pool becomes increasingly difficult.
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One overlooked character trait you should interview for

Woman-researching-at-a-deskIt is all too easy to miss important information about a candidate in the brief time that an interview usually requires. More and more, employers are asking questions that discern critical thinking – but there’s still one area that most employers or hiring managers are forgetting: intellectual curiosity. Data shows that a level of curiosity for the field that you are in can carry you very far and impact the company you work for significantly. Here’s why you intellectually curious individuals are valuable hires – and how to know when you’re interviewing a candidate with intellectual curiosity:
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