Danyelle' Huff, MBA, PHR

Providing feedback to an applicant who repeatedly applies for positions they are not suited for requires a delicate balance of honesty, empathy, and constructive guidance. Acknowledge Their Interest: Appreciation: Start by appreciating their interest in the company and their continued efforts to apply for positions. This shows respect for their initiative & persistence. Be Honest & Direct: Clear Communication: Clearly explain why they are not suited for the positions they have applied for. Be specific about the skills, experience, or qualifications that are missing. Objective Criteria: Base your feedback on objective criteria rather than subjective opinions. This can include job requirements, specific skills, or experiences that are essential for the roles. Offer Constructive Feedback: Skill Gaps: Identify specific skill gaps or areas for improvement. Offer suggestions on how they can develop these skills or gain relevant experience.Alternative Roles: Suggest alternative roles within the company that may be a better fit for their current qualifications & experience. Provide Resources and Guidance: Development Resources: Recommend resources such as training programs, certifications, or courses that could help them bridge the skill gaps. Career Counseling: Offer to connect them with a career counselor or mentor who can provide further guidance on career development & job application strategies. Encourage Self-Reflection: Self-Assessment: Encourage the applicant to conduct a self-assessment to better understand their strengths & areas for growth. This can help them align their career goals with their current capabilities. Realistic Expectations: Help them set realistic expectations about their career progression & the steps needed to achieve their goals. Maintain a Positive Tone: Supportive Approach: Use a supportive & encouraging tone throughout the conversation. Sample Feedback Structure Introduction: Thank you for your continued interest in. We appreciate your enthusiasm and the effort you put into your applications. Specific Feedback: After reviewing your application, we found that your experience in does not align with the requirements for the role, which requires. Constructive Guidance: We recommend focusing on developing your skills in through. Additionally, you might find roles in more aligned with your current experience & skill set. Encouragement and Support: We value your interest in our company & encourage you to continue pursuing opportunities that align with your strengths. Please feel free to reach out if you need further guidance or resources to help you in your career development. By providing clear, constructive & empathetic feedback, you can help the applicant understand where they need to improve while maintaining their motivation & interest in your company.

Remaining employees may experience a drop in morale following layoffs, which can stem from various factors such as fear of future job cuts, loss of colleagues, or increased workloads. This decline in morale has the potential to result in reduced productivity and engagement within the workforce. Moreover, layoffs have the potential to erode trust between employees and management, particularly when viewed as mishandled or unnecessary. The breakdown in trust can have lasting effects on the organizational culture and employee satisfaction. Additionally, the threat of instability can prompt high performers to seek new opportunities outside the organization, contributing to a potential talent drain. It is crucial for companies to consider the impact of layoffs not only on the departing employees but also on the morale, trust, and retention of their remaining workforce.

Skill-based hiring is paramount for organizations seeking to thrive in today's dynamic business environment. By focusing on candidates' specific skills and abilities rather than solely on their educational background or previous job titles, companies can ensure they are hiring individuals who can immediately contribute and adapt to the demands of the role. This approach is vital for several reasons: Relevance and Agility: Skills-based hiring ensures that employees possess the exact competencies needed for their roles, making them more adept at fulfilling job responsibilities quickly and effectively. This agility is crucial in industries where technologies and market demands evolve rapidly. Efficiency in Recruitment: By prioritizing skills, organizations streamline the hiring process. They can more accurately assess candidates based on measurable criteria, reducing biases and improving the likelihood of finding the best fit for the position. Promotion of Diversity and Inclusion: Focusing on skills opens doors to candidates from diverse backgrounds and experiences who may bring fresh perspectives and innovative ideas to the organization. This promotes a culture of inclusivity and broadens the talent pool. Employee Engagement and Retention: When employees are hired based on their skills, they are more likely to feel fulfilled and engaged in their roles. This alignment leads to higher job satisfaction and lower turnover rates, saving costs associated with recruitment and training. Adaptability to Change: In times of organizational change or economic uncertainty, a skills-based workforce is more adaptable. Employees can quickly acquire new skills or transition to different roles within the organization, ensuring continuity and resilience. Overall, skill-based hiring empowers organizations to build a workforce that is not only competent but also versatile and resilient. It fosters a culture of continuous learning and growth, positioning the organization for long-term success in a competitive landscape.

Thinking about a career change? Why wait for the New Year? The "October Theory" says do it now! See this post for tips and learn how an employment agency can help you with this exciting but somewhat daunting process. #OctoberTheory https://bit.ly/3YBxHg4

**"How much wood would a woodchuck chuck if a woodchuck could chuck wood?"** Becoming a great speaker is both an art and a skill. While many people admire charismatic speakers—whether they’re teachers, leaders, or public figures—it’s important to understand that great speaking isn’t about mimicry; it’s about finding your own authentic voice while learning from others. **1. Learning vs. Mimicking** Mimicking someone’s style may seem like a quick fix, but it often feels inauthentic. Instead, learn from great speakers by observing their techniques: how they engage the audience, their pacing, tone, and use of pauses. Take note of what resonates with you and incorporate those elements in a way that feels natural to your personality. A dynamic speaker may inspire you to bring more energy into your delivery, but it should still feel like *you*. **2. Building Confidence** Confidence doesn’t come overnight, but it can be built over time. Begin by practicing alone—reading speeches aloud or even speaking to yourself in front of a mirror. Recording yourself can also help you identify areas for improvement. Start small, and practice in front of friends or in casual settings before stepping into larger roles. Confidence is rooted in preparation. **3. Structuring Your Speech** One hallmark of great speakers is their ability to organize their thoughts clearly. A well-structured speech keeps the audience engaged. Focus on clarity and flow: start with a strong opening, present your key points clearly, and end with a memorable conclusion. Use stories, examples, and humor to make your message relatable. The key is to ensure your ideas come across smoothly. **4. Developing Your Unique Voice** Each speaker has a unique style that reflects their personality, experience, and values. Some speakers are humorous and lighthearted, while others are serious and thought-provoking. Your voice comes from understanding what feels right to you and how you naturally express yourself. The best speakers are those who make their message personal and meaningful, drawing the audience in through authenticity. **5. Practice and Feedback** No speaker becomes great without practice. Start by delivering short speeches or presentations on topics you’re passionate about. Seek feedback from friends, mentors, or colleagues, and use their insights to refine your approach. Over time, you’ll find that your confidence grows, and your speaking style will feel more polished and natural. In the end, the goal is to become a speaker who resonates with your audience, communicates clearly, and stays true to yourself. Keep learning, keep practicing, and over time, you’ll develop your own version of greatness.

How Would Your Coworkers Describe You? My coworkers would describe me as a dependable and collaborative team member who consistently contributes positively to the workplace. Here are a few key qualities they might highlight: Reliable and Responsible: I am known for my reliability and strong sense of responsibility. My coworkers can always count on me to meet deadlines, follow through on commitments, and deliver high-quality work. Team-Oriented: My colleagues appreciate my collaborative nature. I am always willing to lend a helping hand, share knowledge, and work together to achieve common goals. I believe in the power of teamwork and strive to foster a supportive environment. Communicative and Approachable: I am praised for my clear and effective communication skills. Whether it's sharing ideas, providing feedback, or discussing challenges, I maintain an open and approachable demeanor, making it easy for others to engage with me. Problem Solver: My coworkers often recognize my ability to tackle problems head-on. I approach challenges with a solution-oriented mindset, looking for innovative ways to overcome obstacles and improve processes. Positive Attitude: I bring a positive and enthusiastic attitude to the workplace. My coworkers value my upbeat demeanor and how it contributes to a motivating and pleasant work atmosphere. Adaptable and Open to Change: My adaptability is another trait my coworkers would mention. I am open to new ideas, quick to adjust to changing circumstances, and always eager to learn and grow in my role. Detail-Oriented: Attention to detail is a strong suit of mine, and my coworkers notice this in the precision and care I bring to my work. They appreciate my thoroughness in ensuring that all aspects of a project are well-considered and executed. Leadership and Initiative: When needed, I step up to lead projects and initiatives. My coworkers would describe me as someone who takes initiative and can guide a team towards success while remaining approachable and collaborative. These qualities not only reflect my professional demeanor but also contribute to a productive and harmonious work environment.