5 Ways a Mentor Can Help You Get a Promotion

5 Ways a Mentor Can Help You Get a Promotion5 Ways a Mentor Can Help You Get a Promotion Lets departure by getting one thing straight a ratgeber cant actually get you a promotion . The hard part of impressing an employer and sealing the deal is all up to you, dear. But a ratgeber can help you snag the job youve only been dreaming about, according to Fredda Hurwitz, chief strategy and marketing officer at RedPeg Marketing and a member of the Marketing Academys scholarship mentor board , by giving you inside information, helping you hone your negotiation skills, introducing you to the right people, and so much more. Here, according to Hurwitz, are five ways they can help. Get your head out of the gutter- we dont mean that kind of role play A mentor can play employer to the mentees employee, which can help build up the mentees confidence in his or her ability to state their case and recognize their value before heading into a negotiation for a promotion , says Hurwitz. The value of a practice scenario shouldnt be underestimated- it instantly creates a safe space to prepare for some off-the-cuff questions that could otherwise catch them off guard. If youd like to practice negotiating, ask your mentor to throw questions your way such as how have you exceeded expectations with the company, and what are some wins you have had in the last six months? Hurwitz suggests. Specific questions can often be intimidating in this type of environment so the act of constructing answers and practicing their delivery with a trusted mentor can help relieve some of the pressure, allowing the candidate to be themselves and shine, Hurwitz explains. 2. You will learn from their past experience. Your mentor has been there and done that - and his or her experience can help you learn information only someone on the inside would know. The mentor should be able to draw on their own experience to provide hints and tips about how to approach this sensitive area, Hu rwitz says. Have they stood up to a nightmare manager? Was their worth questioned in a negotiation umgebung? How did they stand up for themselves? Sharing these personal anecdotes- and furthermore, howthey handled them- can help mentees to get a better sense of the types of scenarios they might encounter as well as different avenues through which to approach them.3. They can introduce you to the right people. Youve heard the saying that its not what you know but who you know, and when its time to snag a promotion, this can be especially true. However, for those just getting their feet wet in an industry, a Rolodex of helpful contacts can take a while to build, Hurwitz points out, and thats where a mentor comes in. A good mentor will open their network up to a mentee, allowing them to connect with other helpful individuals in the industry and ultimately build up their own little black book.4. They can help identify your strengths- and your weaknesses. Youre ready for a promotio n, but do you possess all the skills necessary to be successful in the new gig? A mentor can help you figure that out. If there are skills that need to be developed in order for a candidate to become eligible for a raise, a mentor should be seen as a critical resource to point out these areas as well as offer tangible tips to help a mentee sharpen their skills, says Hurwitz. Whether its a webinar, industry event, training session, or even just a one-on-one conversation, a mentor who has their mentees best interest at heart will take the steps necessary to help equip them with the competencies needed to go in with their heads held high. 5. And theyll keep it real with you. One way to ensure you get a promotion is to make sure youre actually ready for it. If youre not, you could be setting yourself up for failure. A mentor should even coach the mentee when not to seek a promotion- the mentor may realize that the mentee isnt quite ready, Hurwitz says. An insightful and caring mentor sh ould be able to take that step back and show the mentee what may still be required as a proof point before broaching the subject and having to deal with a very unpleasant response.

12 Action Items for Creating an Amazing Employee Referral Program

12 Action Items for Creating an Amazing Employee Referral Program 12 Action Items for Creating an Amazing Employee Referral Program A special thank you goes out this months Leadership Sponsor, Zoho Recruit. Please visit their site to understand how their quality services can elevate your recruitment practices.Prioritize Your Referral ListingsKnown for his extensive employee referral advice, Doctor John Sullivan suggests prioritizing your referral program to focus on those hard-to-fill, or high-impact jobs. Positions that can easily be filled through traditional recruiting means will only dilute the program and waste your employees time. Sullivan reports, Referral programs that focus their resources on attracting top talent, game-changers, and innovators produce the highest ROI.Mobile is a Game ChangerAs Josh Bersin said, Mobile is not a platform, mobile is the platform. Referrers and candidates alike want a streamlined, easy to navigate process. Were all on the go your referrers ne ed to be able to send a quick and easy referral your way. They should also be able to direct their referred candidates to a mobile friendly career site.With30 millionAmericans now working remotely at least one day a week, it can be hard for you to optimize your referral program if it doesnt have mobile capabilities. For a growing number of people, if your employee referral program (not to mention your recruitment overall) isnt mobile, it just doesnt exist.-Viz Eliraz, CEO and Founder of ZaoExtend the ProgramIt may be called an employee referral program, but organizations should really extend the program to include any person who is invested in the companys success. This could include former employees, your retired workers, friends and family of employees or anyone who has a good understanding of the company culture and goals.However, we shouldnt limit referrals to just employees.Companies and individuals have many connections and platforms for generating referrals. It is shortsighte d to not strategically and actively solicit referrals from individuals outside your current employees.-Founder of Meritage Talent Solutions, Kara YarnotGet Great SoftwareThe nutzer interface of your employee referral portal can really make or break your program. People will opt out of a lengthy or confusing system, and thats a referral lost. You have to make the process as simple and quick as possible for the best results.The right software will allow you to keep track of quality referrals and who they came from. The opposite is helpful too though you can keep track of who is consistently referring candidates of poor quality and even mark them as ineligible for the program.EducateMake sure that your referral pool has all of the information that they will need to make a quality referral every time. Referrals are 1 in retention with a 46% retention rate after one year(compared to 33% from career sites and 22% from job boards). These are the people you want Make sure that there are no roadblocks between them and you.Educate your referral pool about the company culture, the vision, goals and even the perks. Make sure that they can answer questions from the candidate optimally, with the most information.bestattungs AttentionNo one wakes up thinking about the stellar employee referral program that youve thoughtfully craftedunless you make them. Referral programs will often fall to the wayside, as one of those out of sight, out of mind things in every day life. Be sure that your referral program stays relevant and exciting. Here are several ways to grab attention-Ask for mention in the company newsletter.-Switch up prizes and notify your participants.-Make it a contest.-Alert everyone when a successful referral is made and what the reward was.-Remember that cash isnt always the most powerful motivator. Try vacation days, a great parking spot, catered lunches or work from home days.-Team up with a charity and make donations a prize option.Personalize RewardsStandard r ewards are a great motivator, because people know exactly what they can expect for their successful referral, but there is always something to be said about personalization. A hand-written note, a lunch from their favorite restaurant or a gourmet coffee every once in a while are ways that you can personally give value to their contributions.Referrals are only 6.9% of applicants, yet they are responsible for nearly a quarter of all external hires. Imagine how big of a difference raising that number even slightly could make. Its one thing to get a bonus check, its quite another to know that youve impacted someone elses success and they truly appreciate itRoll Out the Red Carpet Let those quality referrers know what their sponsored candidate can expect from you. Put their resume on the top of the stack, dont make them wait for a response or any communication, and confirm that they will be treated respectfully. Some recruiters will even guarantee an interview to those candidates referre d by a consistently great referrer. This instills a higher level of confidence in both the referrer and the candidate.Make RoomSo many referral programs fail because they were launched with no, or not enough dedicated resources. When your recruiting team is too busy to follow up with referrals, youre sending the message to referrers to stop making referrals.Before launching your program, you have to be sure that there are enough hands on deck. The promise of great prizes, working with friends and contributing to the organizations success is very appealing. Employees will be excited and ready to submit names, have the resources ready and waiting.Reward AccordinglyBe flexible with rewards and incentives. The more successful referrals that a referrer can bring in, the higher their rewards should be. There should also be rewards for quality referrals that happened to not work out. Sometimes simply supplying a name or social connection is worth some sort of incentive. One name can often open up several doors.The level of engagement with the employee referral program should be directly reflected in your rewards system.Prioritize your employees referrals based on their past success the most effective programs identify employees with a successful track record of previous referrals. Referrals from those employees are prioritized and given expedited treatment. Employees with bad referral track records -or rule violators need to have their participation restricted.-Dr. John SullivanDont Exclude ManagementSome organizations will exclude HR and/or management from being eligible to make referrals because it could look like preferential treatment, or even a ploy for the incentive. These are the most well connected members of your organization, it makes no sense to leave them out of the program.Consider making them ineligible for the rewards, or make it possible for them to gift their reward to a deserving employee. You can also designate their reward to charity.Emphasize the Everyone Wins FactorEveryone really does win. Retention is higher, productivity doesnt have to suffer because referrals have a reduced time-to-fill, referrers get rewards and the company can save resources on other recruiting practices. Highlight all of the reasons that it is beneficial to workers to be a solid part of the referral program.In a survey, 70% of employers felt referred hires fit the company culture and values better than non-referred employees. Successful collaboration and innovation will often stem from teams with common goals and values.Its not just about making recruiting easier or even finding the right talent in geschftsleben, you can never forget about the bottom line. A Jobvite survey revealed that 51% of employers said it was less to expensive to recruit via referrals. There are numerous reasons that it makes great business sense to invest in improving your employee referral program.A special thank you goes out this months Leadership Sponsor, Zoho Recruit. Ple ase visit their site to understand how their quality services can elevate your recruitment practices.

3 Reasons Why You Should Consider Relocating for Work

3 Reasons Why You Should Consider Relocating for Work3 Reasons Why You Should Consider Relocating for Work Moving for a new job can be a scary prospect. But a recent survey shows that workers who take the plunge and change zip codes for a better position dont really regret the decision. In fact, there are a bevy of benefits to relocating for work- and at least three reasons you should consider making a move. According to The People Perspective on Relocation , the survey conducted by IMPACT Group, 3,078 employees report these relocation rewards New experiences. A whopping 71 percent of survey respondents said that moving to take a new job allowed them to enjoy new experiences, whether at work or outside the office. Better career prospects. By relocating for a prime position, 55 percent of employees say they feel their career is on a better track, both today, in their current job, and in the future.Better community. If you dont love your community in the office o r in your neighborhood, chances are youll find better ones when you move 40 percent of respondents say they did. And yet, we hear you even these obvious benefits dont make picking up and leaving your current hood any easier. But with these tips, you might just find the chutzpah to pack up for a better position - and consequently, perhaps even a better life outside of the office, too. 1. Embrace change, and grieve the loss of your former home. Maybe youve never moved for a job. Maybe youve never moved, period . No matter what, change is tough, and leaving a home can be sad. But Cynthia Bucy, career and transition coach at IMPACT Group, says allowing yourself to grieve will make the move much easier. As she sympathizes, Youre stepping away from what is familiar- perhaps a city you loved and a house you built. There will be challenges. But, Bucy adds, it is recognizing challenges that will help you overcome them. You can face these challenges full-force by being open and honest about your feelings related to the move- the good and the bad- Bucy insists.New experiences will make relocating for work worth it- and we all like to experience new things with people we care about. So, when you move, try to find ways to get to know your neighbors on a personal level, Bucy recommends, adding you can get to know new people at work or in your apartment complex by asking simple questions, such as what dry cleaner to use. Once the conversation is started, youll develop a meaningful relationship if you are intentional about going deeper than surface level with additional questions, Bucy says.Whats more, you might want to try to invite coworkers, neighbors, and new friends over to your home. Hosting a BYOB-style dinner can be a low-pressure way to get to know people.Whenever you feel alone or sad, remember that relocating for a job represents a new start, something fresh to be celebrated, Bucy instructs. Many of the individuals I coach treat the relocation as a new beginn ing, Bucy says. They take the opportunity to do things theyve always wanted to do but never made time for, such as trying new foods or making friends.As Bucy points out, when you try to view the experience of moving for work as a bold new adventure, youll feel excited for what lies ahead and willing to push through any negatives.