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Tratando de Reducir la Realidad Aumentada

December 1, 2009 6 comments
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Hoy estaba revisando un paper sobre comunicación corporativa y como integrarla con la comunicación digital, escrito por el gerente de Recursos Humanos (es mi supervisor y nos llevamos demasiado bien! es un año mayor que yo, pero pucha que escribe mal!).

Llegué a una parte sobre “Realidad Aumentada” donde en un parrafito él trató de describir lo que era. Pero no había caso, era horrible. Le dije “no, eso no es como describirías la realidad aumentada! Mira – saqué el iPhone y abri Wikitude – esto es…” “Si sé lo que es…- se puso a reír – pero cómo lo describirías de manera simple y entendible?” me quedé pensando un buen rato y no pude pensar en una manera de explicarlo de manera clara y reducida a alguien que no tuviera idea de lo que es. Soy capaz de explicarlo pero de manera extensa y con el teléfono en la mano como ejemplo, si no no me resulta.

Por eso quiero saber  Sin Googlearlo, ¿Cómo describirías la realidad aumentada en un solo párrafo?

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Twitter para Empresas – Sugerencias?

November 24, 2009 8 comments

Hace aproximadamente un año me uní al mundo de Twitter, por sugerencia de uno de los “gurús” del Social Media a quienes seguía (quien ya se retiró del mundo del internet, debido a constantes amenazas de terceros contra su persona y su familia). Mi principal meta era lograr conocer nuevas personas con quienes pudiera hacer negocios, iniciar amistades, o simplemente informarme sobre lo que pasaba en el mundo. Rápidamente comencé a ganar followers y nuevos amigos, así como contactos con personas de quienes he aprendido mucho sobre Marketing, social media y también sobre la vida.

En la empresa en que trabajo, donde me desempeño como ejecutivo de Recursos Humanos, estamos empezando a lanzar una estrategia de Social Media, y al ser la persona más experimentada y con mayores conocimientos de entre mis colegas, me han encomendado la labor de llevar a cabo un Training explicativo y estratégico sobre Twitter en particular. Cómo utilizar Twitter para empresas, para lograr nuevos contactos, posicionamiento, branding y finalmente, generar ventas.

Está claro que a estas alturas del partido toda empresa global debe estar inmersa en el mundo de Internet, y Twitter es una herramienta clave para cualquier estrategia online.

El objetivo de este post, es contar con sus sugerencias. La idea es que el Training irá dirigido a personas que no saben sobre Twitter, pero sí saben mucho sobre Marketing y Ventas, pero al estilo “old school” (utilizan LinkedIn de vez en cuando, pero no es lo mismo).

  • ¿Qué es lo esencial que una persona debe saber para iniciarse en el mundo de Twitter?
  • ¿Qué errores deben evitar quienes quieran utilizar Twitter para posicionar sus empresas?
  • ¿Cuál es la mejor manera de hacerse notar en Twitter, conservando la seriedad y el profesionalismo?
  • ¿Qué consejo personal darías tú a una persona que es nueva en Twitter?

 

Espero sus sugerencias en los comentarios!

 

 

 

Ojo con el Talento en Tiempos de Crisis

Desde que la tan mencionada crisis comenzó, hemos visto desfiles de noticias por televisión e internet, sembrando el temor e incertidumbre en personas y empresas. Ya todos sabemos como comenzó todo, o al menos eso pensamos.

Sin embargo, mi post no es sobre la crisis, sino de una de las tantas repercusiones que ha tenido. Entre ellas, los despidos masivos de trabajadores de todo tipo, pero particularmente aquellos profesionales altamente calificados. A qué me refiero: aquél que completó su carrera y luego un MBA y en ocasiones un Doctorado. Aquél que tiene 5+ años de experiencia. Aquél que habla al menos 2 o 3 idiomas. Aquél que ocupa un cargo alto, ya sea Gerente, Manager, o Analista/Ejecutivo Senior. Aquél que todo lo que toca se convierte en oro. Aquél que despidieron porque… bueno, porque salía muy caro tenerlo en la empresa.

Cuantas personas así conoces? Quizás muchas, quizás ninguna, pero entenderás a qué me refiero.
Diariamente recibo currículums de personas de Norteamérica, Europa y Latinoamérica con estas características: años de experiencia en empresas prestigiosas de USA y Europa, con CFA, MBA y todas las siglas habidas y por haber… cesantes. Su última experiencia laboral generalmente fue hasta March 2008, y vienen de empresas como Bloomberg, Goldman Sachs, JP Morgan, KPMG, Wachovia por nombrar algunas. Bien, muestro el CV a los jefes de departamento y no es raro que les parezca “too good to be true”.

Acto seguido, contactar al John Smith que envió su currículum y preguntarle qué lo motivó a postular a un cargo inferior a los últimos que ha tenido, cambiarse de Nueva York, o Londres a Valparaíso, Chile, y por supuesto, bajar de un sueldo de USD$200.000 anuales a quizás menos de USD$35.000 . Claro, con toda esta evidencia uno se pregunta qué bicho le picó, o qué razón tan poderosa podrá tener. Las respuestas son varias, las hay lógicas, ilógicas e increíbles. Pero uno debe

En tiempos normales, o de vacas gordas, la demanda y oferta de trabajo son bastante equilibradas. El desempleo siempre exitirá, pero es más de carácter cíclico, es decir, personas que dejan un trabajo para cambiarse a otro mejor.
Es en aquéllos tiempos que quienes trabajamos en Recursos Humanos nos parece muy difícil encontrar perfiles muy calificados y espécífico, pues es raro que personas con dichas características estén desempleadas. En ocasiones nos toca hacer que dejen un trabajo que ya tienen opr venir a trabajar con nosotros. Ahí entra todo el Marketing y Branding del asunto.

Pero, en tiempos de crisis cambia mucho la película. La oferta de trabajo (y entendamos por oferta de trabajo a las personas que ofrecen sus servicios a las empresas, y no al revés como comúnmente se malentiende) es mayor que la demanda por parte de las empresas. Hay despidos masivos de personas que no aportan, y de personas que, como lo decía anteriormente, salen muy “caras”. Ello provoca este fenómeno: yo voy y me siento frente al terminal Bloomberg de la empresa y posteo un anuncio. “Buscamos a un Equity Research Analyst, que hable inglés y español, que tenga algún nivel de CFA, que tenga 2-4 años de experiencia en Finanzas y algunos estudios en Economía y Finanzas. Lugar de trabajo: Valparaiso, Chile”. Luego vuelvo tranquila a mi puesto de trabajo y comienzan a llover las postulaciones. Incrédula abro los curriculums adjuntos y me encuentro con personas que duplican todos los requisitos que pedí. Aquí hay gato encerrado? No, para nada!
Estas personas están tan desesperadas por encontrar un trabajo que postularán al primer aviso que les parezca interesante. Todo sea por mantener su estilo de vida. Vendrán a Chile si es necesario, y rebajarán sus expectativas salariales también.

Ustedes se preguntarán, y qué tiene de malo eso? Tienes profesionales altamente calificados y más baratos de lo normal! Contrátalos!
Ahá!! Es que no todo es como lo pintan. He aquí la importancia del olfato del reclutador, así como del pensamiento estratégico.
No podemos generalizar y yo no soy partidaria de eso. Aunque los interesados en contratar a estas personas me digan que no perdamos el tiempo con ellos, para mi es importante averiguar realmente qué los motiva. En una llamada telefónica se pueden descubrir muchas cosas.
Sin embargo, a qué me refiero con estratégico. Cuando contratas a alguien, quieres que permanezca en tu empresa, una persona comprometida. Por lo menos unos 3 años (hoy en día no se puede exigir más).
Al contratar personas tan calificadas y por tan poco dinero, puedes estar seguro de que en cuanto los mercados mejoren y aparezca un trabajo donde les pagarán lo que realmente valen, te dejarán en 6 meses. Normalmente, en 6 meses la persona recién ha terminado de entender los procesos y ser entrenada para empezar realmente a trabajar. Pero si se va en ese momento quien sale perdiendo es la empresa.

Es lo que denominamos “hiring mistakes” y pueden salir bien caros! Mi consejo es: evaluar bien a las personas antes de contratarlas. Conversar con ellos no sólo temas técnicos sobre el trabajo mismo, sino sobre sus motivaciones para trabajar en tu empresa y en tu país si es el caso. Y sobre todo, su grado de compromiso. Aún así hay personas que mienten, pero si tienes buen olfato te darás cuenta de inmediato! 😉

Pero también he entrevistado personas de estas carecterísticas que tienen unas ganas genuinas de venir a Chile y Latinoamérica! O que a pesar de ganar mucho dinero en su trabajo actual, no es lo que les gusta y apasiona. Son esas las personas a las que queremos atraer a nuestras empresas. No a los que te darán la espalda a penas aparezca una oferta mejor. No aquéllas que sólo tienen precio. Sino aquéllas que tienen una motivación en sus vidas más grande que el dinero.

Gracias por leer mis ramblings!

Carolina.

Tips for the Interviewers / Recruiters (Part 2)

February 25, 2009 2 comments

Hello everybody,

As promised, part 2 is here. Now I’m going to give you all some insight on how to be a good Recruiter.

Your ability to conduct a good interview will determine your ability to find the best candidate to fill in the position. Remember that not all candidates will be excited and desperate to work with you. Some of them will be in a position where many other employers and companies are trying to hire them because of their talent, intelligence and knowledge. These are candidates you will have to work harder on if you want to impress them. Main motivators that will determine which job they will choose are, amongst others:

• Career Growth and Expectations
• Salary offered at the time of joining, and salary projected for the next couple of years
• Benefits (i.e. what else are you offering them other than money. Not everyone is motivated by money only)
• Work Environment
• Job content
• Challenges presented
• International Exposure

Be sure to highlight all benefits, monetary and non-monetary. However, don’t build up expectations higher than what you can give them. For example, at my Company there are possibilities for people to travel to India once in a while. This possibility isn’t open to every employee, which is why I can’t go and promise every candidate that if they get the position, they will get to travel for a few months. I don’t deny the possibility either. I simply tell them there’s a chance they might get to travel.
In the globalized World we live in today, International Exposure has become particularly important at the time of selecting a Company where you’d like to work. Be sure to highlight this benefit, as long as it exists in your Company.
The work environment is also important, mainly for young people. They don’t want to associate work with suffering and boredom. The work environment as well as the organizational climate work as big motivators, which improve productivity at the same time. If your Company or Team can offer a fresh and different environment, be sure to portray it well in front of the candidate, because this represents big leverage.
Career growth; this can be a difficult point. Let’s face it, there are certain positions within companies where there are simply no opportunities to make a career, even for a professional. This is a delicate point, because you still have to make the job look appealing to the candidate. This is where leverage plays a big role. Here you can sell them the Company beyond their position: the climate, the exposure, the prestige, the location. Maybe you will nto be able to use the salary as leverage, but you have to think beyond money.

Now, if you’re offering your candidates a position that represents potential growth for their career, then take advantage of this as well and let them know about all the possibilities they have ahead of them if they join you.

When we talk about benefits, as mentioned before, we focus on monetary and non-monetary ones. Always. However, you will sometimes find yourself facing applicants who only care about getting paid and don’t give a damn about their career growth or the job they’re doing. If you’re looking for value adding people, then kindly discard such applicants from your selection process.

Challenges are somethnig that few people are happy about. Most employees will like to sit in their comfort zone and perform the job they do best. Put them in front of a challenge, something unknown and there’s a chance they will freak out. When interviewing applicants, test their readiness for challenges, by asking them difficult questions regarding complciated situations or problems they may face on the role. Asl them how they’d feel if their jopb content changed overnight and they had to adjust to performing different tasks. See how excited they sound about it, or how disappointed. In time, you will be able to recognize the adventurous type. But hey, don’t get too carried away. You don’t want a job hopper either ;). Remember that people who are always looking for challenges and new experience will not be willing to stay in one place for too long.

 

Questions you should avoid

(*source: http://www.jobinterviewquestions.org)

Let’s move on to the type of questions you wouldn’t want to ask a candidate during an interview because of their illegal nature in some countries. Let’s look at a few examples below:

– Age? Date of birth?

Inquiring about a person’s age is considered discriminatory, especially for people above 40 years old. If you want to find out whether someone is “old enough” for a job, then you can find alternative queestions:

Example of Illegal Questions Possible Legal Alternatives

How old are you?
 When is your birthday?
 In what year were you born?
 In what year did you graduate from college/high school?

Are you over the age of 18?
 Can you, after employment, provide proof of age?

 

– Marital/Family Status (often alludes to sexual orientation)

These qustions usually intend to inquire whether there’s anything that could provoke tardiness or absenteeism. What makes these questions even more illegal is the fact that they’re asked mainly to women. There are other alternative questions you can ask if you want to inquire about this:

Example of Illegal Questions Possible Legal Alternatives

 

Are you married or do you have a permanent partner?
 With whom do you live?
 How many children do you have?
 Are you pregnant?
 Do you expect to become have
a family? When? How many children will you have?
 What are your child care arrangements?

 

Would you be willing to relocate if necessary?
 Travel is an important part of the job. Do you have any restrictions on your ability to travel?
 Do you have responsibilities or commitments that will prevent you from meeting specified work schedules?
 Do you anticipate any absences from work on a regular basis? If so, please explain the circumstances.

 

– Personal

Asking a person about their height and weight is discriminatory and should be avoided. Unless the employer can prove that the job to be performed requires a certain height or weight to be executed, such questions shouldn’t be asked.

Example of Illegal Questions Possible Legal Alternatives

How tall are you?
 How much do you weigh?
(Questions about height and weight are always illegal unless it can be proven that there are minimum requirements to do the job.)

Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?

 

– Disabilities

Inquiring about a person’s disabilities or health is unlawful. However, if you need to know whether the person will be able to perform the tasks without accommodation, you can modify your questions:

Example of Illegal Questions Possible Legal Alternatives

 

Do you have any disabilities?
 Have you had any recent illness or operations?
 Please complete this medical questionnaire.
 What was the date of your last physical exam?
 How’s your family’s health?
 When did you lose your eyesight/ leg/ hearing/ etc.?

Are you able to perform the essential functions of this job with or without reasonable accommodations? (Legal if the interviewer thoroughly described the job.)
 Will you be able to carry out in a safe manner all job assignments necessary for this position?
 Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?
 NB: Medical exams are legal AFTER an offer has been extended; results should be held strictly confidential except for reasons of safety.

Other illegal questions you should avoid asking:

  • National Origin/Citizenship
  • Arrest Record
  • Military Service
  • Affiliations
  • Race/Color/Religion
  • Credit or Garnishment Record? Charge Accounts? Homeowner?
  • Use or Nonuse of Lawful Products? Do you smoke? Do you drink alcohol?

All questions above are irrelevant to the job. If they were relevant in any case, it should be explicitly explained to the applicant and justified by the job description.

 

I hope this helped!! Stay tuned for another update…

 

Caro

Interview tips… for the interviewed (part 1)

February 19, 2009 Leave a comment

Hello everyone. Thanks again for stopping by.

Today I have some more tips for you, this time they are Interview Tips. I have gathered some that I found online, as well as by personal experience in the Recruitment area. On part 2 I’m going to hsare tips for the interviewers, for all of your Recruiters out there!

So, let’s start with tips for candidates, for you who are preparing for one. You applied to a job, or someone in the Network Marketing industry is looking into adding you to their success team. You’re getting ready to go to your first interview. You’re nervous. You want to cause a good impression! You want to show them that you can be an asset to their company or team and that they should pick you over anyone else.

How do you go about doing that? The first step was selling yourself and your capabilities through your CV (you can read my tips on how to build a strong CV here ). They contacted you, so they expect you to live up to their expectations.

Two relatively superficial tips:
– Dress nicely: don’t show up with jeans and sneakers. Always wear a tie and a suit if you’re a guy. For girls, the possibilities are endless, however, don’t wear a gown, or a night dress. Wear whatever makes you comfortable, as long as you look formal. Guys: shave, unless you already have an established beard.

– Arrive on time: this says a lot about yourself and the first impression will not be good if you arrive late. If you see yourself stuck in traffic, then please call and let the interviewer know that you will arrive late. What I recommend is foreseeing things such as traffic jams and leave your home earlier. It’s better to arrive earlier than later, that’s a fact! Being late shows disrespect and lack of commitment. You don’t want to give this impression on your first interview.

Now, getting into the good stuff…

How to Answer interview questions (a few bits taken from Times Online)

1. Tell me about yourself:
This is your big chance to sell yourself, so go for it. “Outline the skills and personal qualities that are relevant to the job. The interviewer wants to know how you are going to behave in the role, so draw on real-life ancedotes to illustrate the points you make” says Lynn Williams, author of The Ultimate Interview Book.

2. Why do you want the job?

This question is very basic and the answer, although simple can determine the direction the interview is going to take. As a recruiter, I want to know what motivated the person to apply to this job. If they are currently working at another company, why are they considering this shift? What are they not getting at their current job that they think they can get here? This also helps set the right expectations about the role within the team and the Company. I’m also interested in knowing whether the person has done any research about the Company. If not… well, you know they’re there just cause they need a job.

3. What drives you to achieve your objectives?

An interviewer is looking to fulfil certain competencies, in this case motivation and commitment. “You might say ‘I like doing a job well and perform best when stretched’,” says Tim Forster, the head of UK experienced recruitment at PricewaterhouseCoopers.

4. Tell me about a problem you have solved:

A recruiter wants to know how capable you are in the Problem Solving field. Problems are not strange to any job or company. You will always have to face them. As a recruiter I will expect a convincing and good example of how the person used their skills and knowledge to reach a solution.

5. What are your weaknesses?


This is a question I don’t ask very often, because I know it’s a difficult one. People are good at defining and admiting what their strengths are, but not always their weaknesses. Of course, you will be afraid to admit that you are weak in certain aspects, as they might be key to the position. But saying you’re good at everything would be a lame response. Think about areas where you think you need training and development, and how perhaps this position you’re applying to can help you improve.

6. Why have you taken the career path that you have?


This question aims at discovering the drivers and goals the person has. Be consice and clear about your career goals, as well as your personal goals in life. Define the paths you have taken so far to get to where you are, and the paths you have yet to take to get where you’re going. How can this job/company help you take another step closer?

 

7. Where do you see yourself in 5 years?

“We are looking for an ambition that hangs together, is realistic and coherent,” Alberg says. So, it is OK to say you want to have the interviewer’s job if that is a realistic aim.

 

 

Here are questions we expect you to ask us:

What is the next stage in the process and will I receive feedback on this interview?
What are my promotion prospects?
Will I be given a mentor to oversee my development?
How is my career path determined?
Why should I join your organisation over another?
How do you measure success?
What have previous people who have held this role gone on to do?
What will be the main challenges I will face in the first six months?

And here are a couple of articles that will help you prepare yourself better:

Ten tough questions and Ten great answers

How to give job-winning answers to interview questions

Twenty-five most difficult questions

 

Stay tuned for Part 2 !

 

cheers,

Carolina