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The latest news, trends and information to help you with your recruiting efforts.

Posted April 13, 2018 by

Build your leadership skills as an entry-level employee: Interview with Cy Wakeman

 

As an entry-level employee who wants to grow professionally, you hear constantly that you must build your leadership skills. What does that even mean, and how do you know you’re building the right leadership skills? I interviewed Cy Wakeman, an international speaker on leadership and management, and President and Founder of Cy Wakeman, Inc. She has a fantastic and authentic philosophy of leadership, and I’ve shared major takeaways from our interview below, including what not to learn from your manager, how to request and handle feedback, and tips for women.  (more…)

Posted December 05, 2017 by

STEM grads, want a promotion at work? Intel recruiter gives advice for advancing your career

 

Do you know how long should you expect to stay in your entry-level role before looking to move up? Campus Relations Manager Jeff Dunn, at Intel Corp., has advice for you. From years of experience recruiting and developing entry-level employees, Dunn has seen patterns. We checked in to get his advice about what skills STEM grads typically need to develop before they’re ready to get a promotion at work, and what mistakes he sees them make.

Read Dunn’s advice here, or watch our discussion at the end of this blog post.

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Posted January 09, 2017 by

It’s hard to be a good manager, but bad management affects the bottom line

 

Contributing writer Ted Bauer

Here’s a statistic that may blow your hair back a little. Per Gallup, 82 percent of managerial hires end up being the wrong one for the company in question. Why is it so hard to be a good manager, and why do so many companies perpetuate bad management? If this 82% stat is true, but there are still companies making tons of profits each year, does bad management truly affect the bottom line?

Why is it so hard to be a good manager?

Laszlo Bock is the VP of People (commonly thought of as Human Resources) at Google. Last year, he gave an interview to UPenn’s Wharton Business School — and within the interview, he hits on a core problem of good management. In his words:

The reason you get promoted is because you’ve done good work, you’ve hit your goals, you’ve made good decisions. You’re in this job, and of course, you immediately want to make good decisions, hit your goals, move things forward. You forget that when you’re an employee you want your manager helping and giving you advice and then kind of getting out of your way.

As a manager, your whole mindset shifts. [Y]ou start saying, I gotta make sure everyone delivers. I gotta micromanage. I gotta watch things. It’s not intuitive as a manager to give people more freedom and back off. That’s one of the things we’ve discovered — that you have to limit the power of managers. Then people perform way, way better.

One of the more popular business books of the past 20 years, Marshall Goldsmith’s What Got You Here Won’t Get You There, refers to this same concept: namely, management isn’t intuitive to most people. Instead of thinking about their new direct reports as people with lives and contexts of their own, many new managers think of employees as productivity targets or KPIs. Limiting the power of managers can actually make organizations more effective, counterintuitive as that might be on face.

The other issue with bad management is training. Per research, most people receive their first managerial role at age 30. Their first managerial training, though, isn’t until age 42. Not all managerial trainings are created equal — some might potentially regress a manager — but to go over a decade between “becoming a manager” and “getting trained to be a manager” is a significant issue.

What’s the tie to the bottom line?

Tony Robbins makes an excellent point about organizations scaling in this interview with Tim Ferriss. The argument is this: at some point, a company is 2-3 people (the founders). Eventually that becomes 5, then 10, then 20, etc. Every time you add a person and another layer, the communication channels become a little bit more frayed. Managing a three-person company vs. a 3,000-person company is hugely different. Companies are often good at scaling production for their products, but scaling the culture and managerial skill sets often gets left behind.

This has consequences. According to one set of research (admittedly from a small sample size), poor leadership costs companies $144,541.30 per day. That might be the annual salary of someone in a leadership role, and their poor leadership is costing the company that amount each day. Additional research from Northwestern has shown that poor leadership, often in the form of unclear priorities and wasted time, costs organizations $15.5 million per year. By contrast, organizations with very strong management levels often double their profits.

There are many metrics people use to attempt measuring “bad management,” and one of the most common is turnover. Bad managers obviously contribute to turnover; most research across the past 30 years has indicated people tend to leave their boss, not their actual job or company. Research from Dale Carnegie Institute at the end of 2016 showed that 41 percent of North American workers planned to try for a new job in 2017. The most-cited reason? Bad management at their current job. That’s nearly half the North American work force entering a new year with one foot out the door. Consistent turnover has many negative repercussions for a company’s bottom line, and losing four of every 10 employees in a calendar year is really bad.

How can we improve managers?

There are dozens of ideas here, but Bock’s advice above makes some sense: limit their power, or shift their focus from “managing productivity” to “managing the priorities of their people.” There’s research from MIT showing that 67 percent of senior leaders can’t name the priorities of their CEO. Once you get a few levels below that, priority assignment is a large game of telephone. As a result of these unclear goals in the middle management levels, research has shown that 21.4 million managers are contributing no economic value back to their company. That’s 17 percent of the U.S. full-time work force, and close to 42 percent of all people holding managerial titles. They could be made more effective with a shift in how they’re measured and compensated.

The other improvement could come from increased training around how to work with different styles of people, how to communicate better, how to align company strategy with daily execution, and the like. One of the most common traits of companies who regularly get on the ‘Best Places To Work’ list, such as Google or Mercedes Benz, is an almost religious commitment to training and developing people. It’s hard to expect managers to improve when they’re waiting 12 years between initial promotion and initial training.

Want more advice related to talent acquisition, retention and other HR challenges? Stay connected to College Recruiter on LinkedInTwitterFacebook, and YouTube.

Posted September 25, 2006 by

How Do You Lead? Entry-Level Management Jobs


Management is a broad category and can fit into sales, construction, engineering, investment, volunteering‚Ķand this is just scratching at the surface. Although a manager can manage in a bunch of different ways, in a bunch of different domains, I do believe that this leadership position has universal characteristics. These characteristics can benefit anyone whether they want to sell things, build things, invest or help people. I believe monster.com has a great introduction into the entry-level manager and the jobs that are available. Monster has a whole career section tailored to managers with article postings on how to deal with ‚Äútoxic employees,” how to be the best leader you can be, and more advice for all you entry-level managers out there.
The best suggestions that monster did provide for all those seeking entry-level management positions is that it’s “not all about you” and that basically means a manager must know how to listen and motivate—in addition to lead. I know I have had experiences with less than satisfactory managers who were rarely available to answer questions and to give constructive feedback. The employees always knew exactly what they did incorrectly but were not given tips on how to change that behavior, and in turn, their outstanding behavior was rarely noticed. A good manager would connect and interact with employees, reward outstanding work, and strive to correct unsatisfactory work habits instead of harping on them.
There is a collection of articles that address these very issues (as well many more). It would be great advice for all entry-level managers to read these collections of articles to strengthen their leadership and interpersonal skills. After that, take advance of the management job search tool.
Of course you don’t have to limit yourself to Monster’s job search tool, check out collegerecruiter.com job listings and any other search tool you find useful and have fun, learn new things and find those entry-level manager jobs!!
How To Manage:
http://management.monster.com/
Resources:
http://www.quintcareers.com/business_jobs.html
http://swz.salary.com/salarywizard/layouthtmls/swzl_salaryrangenarrowjob_10_MM02.html
http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?IPath=OCCG&job_did=J8E6GF6J4TP4T7QZRV7&cbRecursionCnt=1&cbsid=f9a3a85936f0401ebce115898407ec09-212525069-TP-4
http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?IPath=OCPGT&job_did=J8D3LM61SXVSHTVRJ4D
http://www.brginc.com/
http://www.jobs.net/Job.asp?jid=J3F63V6BGTNRSMLPDQ3
http://www.jobs.net/Job.asp?jid=J8F11P5WDYTQ6GXKM3B