The Hyatt-Fennell Minute

Recent Posts
Archive

Lunch Interviews: How to Avoid Embarrassment

Lunch interviews seemingly combine the stress of an interview with the awkwardness of a first date. Fear not. We have tips to make sure a faux pas doesn’t derail your success Be personal. Lunch is not primarily about business. If they had wanted an efficient meeting space, they would not have suggested a meal. Lunch interviews are more about who you are than what you know. Your interviewer is trying to get a sense of what you are like and how you would fit with the team. Focus on being genuine and building rapport. Be neat. Be careful what you order. Avoid messy dishes with splashy sauces and foods that you have to pick up, like sandwiches or tacos. Something that can be eaten with a fork is

Search Spotlight: University President

Neumann University in Aston, Pennsylvania, is currently accepting applications for a new president. To read more about the opportunity and apply, visit our website. Applications are due by January 2nd.

What Not to Do to Employees at the Holidays: Safeguard Their Time Off with These Tips

Holidays are a hectic time. As a supervisor, it can be frustrating to see productivity slow, but it is important to realize that the holidays play an important role in office morale and employee well-being. While work may lag in the short-term, taking care of your employees is good for your bottom line. Here are four common errors to avoid: Don’t assume everyone is on the same page. Communicate time-off policies. Do time-off requests need to be filed in advance? Does PTO roll over to the next calendar year? Be proactive by sending a memo outlining policies and letting them know where to direct questions. Keep the tone positive, not scolding. Don’t wait until the last minute to ask for someth

Company Culture: Finding a Fit

When applying for jobs it’s easy to focus on the stats of a job—required experience, salary, benefits—and miss a key aspect: company culture. Each organization has its own values, strategies, and temperament that will set the tone of what it’s like to work there, day in and day out. When applying for a job, how can you suss out if it’s a good fit? What are their values? Compare your values to theirs: the more overlap the better. It’s unlikely that you will find an organization that’s exactly like you, but the more things that you care about that they aim for, the better. Be attuned, also, to things they value that are negatives for you. What size organization is it? Do you like to be part of

Your Hidden Superpower: Affirmation

What if someone told you that you had the power to transform your workspace? Far too often workplaces are rife with chains of blame, creating mistrust and back-biting; however, the opposite can be true. Expressing appreciation for your coworkers will have ripple-effects through your workplace—and will foster a positive change in your outlook. Ashley Stahl explores the catalytic effect of our cheers in Forbes. Read the entire story here.

Leadership Lessons from the Election

After months (years?) of round-the-clock coverage, America has finally gone to the polls and chosen its next president. Whatever you think of the outcome, we can all learn valuable leadership lessons from this historic race. Own your mistakes. One of the biggest issues to plague Hillary Clinton and her campaign was her use of a private email server and her lack of forthrightness about the incident. Often controversy can be curtailed by directly addressing the matter and taking responsibility for your actions. An apology does not erase wrongdoing, but goes a long way to rebuild trust. Many leaders erroneously believe that admitting mistakes is a sign of weakness; however not acknowledging a s

Election Day!

“Always vote for principle, though you may vote alone, and you may cherish the sweetest reflection that your vote is never lost.” —President John Quincy Adams.

Is Your Job Posting Limiting Qualified Applicants?

When there is a vacancy in your organization, time is of the essence to fill it. However, don’t allow urgency to trump quality. Recruiting top talent begins with top talent. You can’t dust off the old postings and processes and expect to reel in big fish. Give the same care and attention to a job posting as you expect respondents to give to their cover letter and résumé. An effective job posting should include: • Job description. Ask how the position has changed since it was last filled. What additional duties should it include? What is no longer applicable? • Required experience. This may be different with each new search. If your organization is preparing for a shift or needs fresh pe

What Does Interview Process Say about Your Organization’s Culture?

Every organization develops their own method for vetting talent. What does your organization’s procedure say about your values and culture? Behavioral Interviews. Behavioral interviews ask applicants about experiences in their past. How have they demonstrated skills and achieved results? Organizations who value experience and are rooted in tradition often utilize this approach. Situational Interviews. While behavioral interviews highlight how the interviewee has responded in the past, situational interviews focus on how they might respond in the future. How might an individual diagnose a problem or react to a situation? Organizations who value abstract thought and innovation can lean on situ

Search By Tags

Mailing Address

PO Box 214
Conway, PA 15027

Phone Contact

T: 724-242-0476

 

Main Email Contact

chyatt@hyatt-fennell.com

© Hyatt-Fennell

Site by OIG Marketing

  • Twitter Classic
  • Facebook Classic
  • LinkedIn Classic
  • YouTube Classic
  • Blogger App Icon