Post on 25-Dec-2015
Workplace Expectations: “Re-Tool, Re-Brand, Re-Launch!”
Presented by:
Michael Robinson, M.S.
Director, Community Outreach & HiringHuman Resources DepartmentTemple University
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Mission of Temple University’sHuman Resources Department
• The mission of the Human Resources Department is to sustain and advance the University’s goals through the attraction and retention of a quality workforce.
• The Human Resources Department accomplishes this mission by providing exceptional core services that are integrated and strategically aligned to the teaching, research, and social mission of the University.
• Our benefits, payroll, compensation, employment, employee relations, organizational development, training, and labor relations services support organizational effectiveness and individual achievement.
• The Human Resources Department is committed to attracting, hiring, supporting, developing, and recognizing Temple University’s most valuable resource: its PEOPLE.
Employee Classifications In The Workplace
• For example, most Temple University employees fall within one or more classifications:1. Full-time, part-time, introductory/probationary
or temporary.2. Exempt or non-exempt.3. Academic or non-academic.4. Bargaining unit or non-bargaining unit.
EMPLOYMENT APPLICATIONS AND OTHER FORMS
• Employers rely upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment.
• Employers require new employees to complete official employment forms and/or furnish the following items:1. Employment Application2. W-4 Employee’s Withholding Allowance Certificate3. I-9 Employment Eligibility Form4. Personal Data Form5. Acknowledgment of Receipt of Employee Manual6. Employee’s Rights and Responsibilities Form7. Transcript8. Authorization for Direct Deposit9. Applicable Healthcare/Benefit Forms10. Confidentiality Acknowledgment
The Employee Handbook
The purpose an Employee Handbook:• To provide employees with a ready source of
information about the employer.• To provide employees with the procedures
and policies the organization has established.
General Rules of Conduct
• Meet established expectations of job performance.
• Comply with attendance policies.• Respect personal property of the
office/facilities.• Support Management’s goals and objectives.
General Rules of Conduct
• Observe all safety policies, regulations, and procedures.
• Maintain courteous and professional demeanor with dealing with co-workers, supervisors, etc.
• Engage in appropriate conduct in the performance of duties, during work hours and otherwise.
CORRECTIVE ACTIONS FOR VIOLATIONS
Typical Disciplinary Action Steps:General CounselingVerbal CounselingWritten WarningSuspension w/o payTermination!
REASONS FOR CORRECTIVE ACTIONS FOR VIOLATIONS
• Unauthorized absences• Falsification of time records• Fraudulent statements/misrepresentation in
employment• Unauthorized use of company property• Stealing• Insubordination• Gambling• Negligence/Carelessness
REASONS FOR CORRECTIVE ACTIONS FOR VIOLATIONS
• Disclosure of confidential information• Inefficiency• Leaving without permission• Chronic lateness• Weapons and explosives• Threatening behavior or causing disturbance• Drugs and alcohol• Harassing/Unwelcome behavior, etc.
Background Checks• For example, Temple University conducts background checks for
individuals recommended for hire in certain selected positions.• Examples of the type of positions for which Temple University may
conduct a background check include, but are not limited to:1. positions that are designated as financially sensitive, such as billers, medical
receptionists/schedulers, and cashiers,2. positions that require driving as an essential duty of the position, such as
drivers, coaches, refuse haulers,3. positions that involve work with children, such as youth development
specialists, CHP after school program workers, time-out respite care workers, workers at Temple Children’s Medical Center and pediatric dental clinics,
4. positions that are safety sensitive, such as security officers and police officers,5. positions that provide access to student living areas, such as resident
directors and student health specialists.
Background Checks & Drug Screening!
• Your credit rating/history can impact employment opportunities.
• Drug tests are popular with most employers, can impact employment opportunities.
• Criminal history background checks can impact employment opportunities
Submission of Unsolicited Resumes
Newspapers/Classified Ads
Online Job Boards
Temp Agencies/Search Firms
Employee Referrals
Hire From Within:• Promotions• Internships
Source: What Color is My Parachute
To Secure an Interview, Execute an Effective Job Search Plan of Action:
If Unemployed, Volunteer!
Volunteering is important:– Puts yourself ‘in the way’ of a job.– Allows you to gain marketable
skills/retool.– Fills-up the blank space in your
resume.– Expands your network in a positive
way, increases your social capital.– Fills-in gaps in employment history.
If Unemployed, Re-Tool!
Seek Additional Training/Education:– Learn a new applicable/in-demand
skill.– Upgrade via certifications.– Use time to complete a degree.– Pursue entrepreneurship.
Alumni Office & Career Center• Check with your alma mater’s alumni office
and/or career center for potential job leads, employer contacts, open house events, etc.
Interview Prep Tools
• Sample Interview Questions:www.jobinterviewquestions.org
• Salary Profile:www.payscale.com
Interview Prep Tools
• How to Research an Employer:– Google. – Facebook.– Annual Reports. – Advertisements. – Trade Publications. – Corporate Website. – Employee Handbook. – Better Business Bureau. – Professional Associations. – Past and/or Current Employee Feedback.
During Actual Interview:
• Have a planned agenda for what you intend to discuss…STAY ON TOPIC!
• Be upbeat, vibrant, and positive. • Come prepared to discuss your:
– Education– Transferable Skills– Related Job Experiences– Related Job Accomplishments– Professional Strengths & Weaknesses– Special Credentials (i.e., licenses, certifications, etc.)
• Document the names/titles of each person you meet with for later follow-up (i.e., ‘Thank You’ letters).
Source: “How to Research a Prospective Employer” – www.squakfox.com
Phone Interview/Conversations
Phone Screens
Clarifications Pertaining To
Position
Invitations for Face-to
Face Interviews
Follow Ups Post
Interview
Job Offers!
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Post-Interview Etiquette• Write/Send a ‘Thank You’ letter to all persons
involved in your interview.• Follow any given post-interview instructions.• Complete and/or return any requested
documentation.• Patiently wait for official decision.• Keep a personal file of notes for each
interview!
Questions Employers Should Not Ask:
Illegal Interview Questions
• Employers should not ask about any of the following, because refusing to hire a candidate based on following list is discriminatory: – Race – Color – Sex – Religion – National origin – Birthplace – Age – Disability – Marital/family status
Source: http://jobsearch.about.com/od/interviewsnetworking/a/illegalinterv.htm
Top 10 Interview Mistakes:1. Tardiness.2. Bashing previous experiences or
employers.3. Not answering the question.4. Failing to research the company.5. Not asking (good) questions.6. Poor body language.7. Improper attire or grooming.8. Volunteered too much personal
information.9. No-Show for Appointment.10. Inappropriate humor.
Popular Online Job Search Resources:• www.temple.edu/hr• www.idealist.org• www.indeed.com• www.usajobs.com• www.LinkedIn.com• www.careerbuilder.com• www.churchstaffing.com• www.opportunityknocks.org• www.higheredjobs.com
On-Line Application Forms Require Access to Computer More Efficient Easy to Update Greater Ease For Future Job
Applications With the Same Employer
Paper Application Forms Much Less Prevalent Require Multiple
Applications Require That You Apply In-
Person More Time Consuming Less Efficient
The Application Form
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What To Include In Your ResumeHeading • Name, Address, Contact Phone Numbers, Email
Address
Key Accomplishments
• Key Contributions During Current and/or Past Employment Situations
Employment History
• Dates of Employment• Name and Location of Employers• Duties, Responsibilities, Impacts and Accomplishments
Education • Degrees, Associated Coursework, Certifications, Specialized Credentials Achieved
Technical Skills • Computer Proficiencies, Language Skills
Other • Memberships, Pertinent Volunteer Activities, Leadership Positions Held, Community Service
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More On Resume Writing…You Should:
Check Grammar and Spelling
Specify Dates of Employment
List Names and Addresses of Employers
Include Accomplishments
List All Educational Credentials
You Should NOT:List References
List Personal Information
Use Colored Paper
Use Non-Standard Fonts
List Inaccurate Information, Grammatical or Spelling Errors
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Most Common Resume Formats:Re-Branding!
Your Resum
e Chronological
Functional
Hybrid of Chronological and Functional
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Resume FormatsChronological
Career = Increasing Responsibility
Target Role = Current/Past Positions
Desire to Remain In Similar Industry or Position
Emphasizes Work History
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Chronological Resume
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Resume Formats
Functional
When There are Gaps In Employment
Provides an Emphasis On Job Specific Skills
When You Lack Work Experience
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Functional Resume
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Resume FormatsHybrid
Chronological and Functional
Career Evidences Increasing Responsibility
AND
Emphasis On Job Specific Skills
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Hybrid Resume Chronological and Functional
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OBJECTIVE To work as a bank representative in the banking and financial industry
SUMMARY • High security clearance • Excellent math skills
• Reconciliation mastery of bank deposits and withdrawals • Superior customer service skills
• Clear understanding of bank objectives as regards investments and up sell products • Experience dealing with multiple kinds of currency and money related products
EXPERIENCE Bank Representative, Investments TD Bank, Philadelphia, PA 01907 From 2004 to Present
• Responsible for all incoming clients interested in CDs, bank bonds, and other common forms of low level bank investments • Up sold a number of clients on the time and amount of investments • Ensured the utmost of customer service and satisfaction • Exceeded company sales goal every quarter Banking Specialist, Customer Service Rep Citizens Bank, Philadelphia, PA 01907 From 2001 to 2004
• Held a major key position for teller staff to ensure proper security • Successfully troubleshot all incoming customer service concerns and/or problems • Managed all incoming departmental calls regarding customer service issues • Responsible for weekly reports on customer satisfaction and incident reporting with conclusions Bank Teller Citizens Bank, Philadelphia, PA 01907 From 2000 to 2001
• Maintained detailed accounts of all daily activity • Managed customers’ daily banking needs in withdrawals and deposits • Helped direct customer issue to appropriate department • Held partial key to safe and security clearance money centers
EDUCATION Bachelors of Arts, Temple University Philadelphia, PA 01907
REFERENCES References available on request
Your Cover Letter
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Appearance
• Consistent With Resume
• Font Style• Font Size• Length
Purpose• To Complement the
Resume• To Augment the
Resume• Reference Job• To Highlight Resume
Content• To Target Key
Accomplishments
Email Communications
Appropriate Purpose for Emails
To Confirm an Appointment
To Provide Additional Documents
To Thank an Interviewer For Their Time and Consideration
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Establish an Online Presence
Helps Create A Buzz About YourProfessional Brand & Accomplishments!
Set-up Job Alerts
Personal Website
Refresh Your Online Links Weekly
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Thank You’s During Your Job Search
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Proper Business Etiquette
Distinguish You From Others
Community Resources to HelpYou Re-Launch!
Free & Low Cost Services for: Resume & Cover Letter Writing,Job Coaching, Job Referrals, Computer Training, GED, Ex-Offender Re-Entry, and more!
APM• 267.296.7200
LIFT Program• 215-474-1807
People for People, Inc.• 215-235-2340
Pennsylvania CareerLink• 215-560-5465
Honickman Learning Center• 215-232-7272
Mayor’s Office of Re-Integration Services for Ex-Offenders (RISE)• 215-683-3370
Temple University/Pan-African Studies Community Education Program• 215- 204-1993
Contact Information:
Michael Robinson, M.S.Director – Community Outreach & Hiring/Human Resources
Temple UniversityPhone: 215-204-0677
Email: mike.robinson@temple.edu