Top Three Ways to Improve Productivity at Work

Top Three Ways to Improve Productivity at Work

It goes without saying that productivity is one of the most important objectives that every company has. Employees need to be motivated and focused when they are at work so they can be efficient in completing their tasks. That being said, what are the best ways to improve productivity at work? Here are our top three ways to do it!

1.Define objectives and let the workers figure out how to meet them- An objective is something of actual value to the end customer (the people paying). If it doesn’t hold value to a paying customer, it doesn’t mean much. By creating clear objectives that are tangible to workers, they will feel motivated when they see the direct results of their work and how it affects the customers. The key here is to allow the workers to discover on their own how to meet the objective; this allows them to cognitively think about the best way to complete their work and challenge them to find the most efficient way to do so. Not only will the employees be happier, but they will also be able to think through problems easily and come up with applicable solutions.

2.Encourage actions; praise results- Actions can be defined by using the example of evaluating workflow of the spare part room, but what was the result of doing that task? Actions should include implementing an idea, even if it does not work, that tries to do something and makes it easier on the customer and the other workers. Pay attention to what actually takes up time. This may mean that an employee observes that other workers are spending too much time in the spare part room trying to get screws which are in the very back, so in order to cut that time spent searching the screws are moved to the front of the closet. An action has been turned into a result which can positively affect the company; simply observing the problem does not help anyone, so encourage them to take action and praise them once they have introduced a solution that creates a result.

3.One task at a time- There is no such thing as multitasking; all that is doing is taking multiple tasks and making them last longer than they would. This stresses workers and helps them burn out faster. Multitasking is simply switching back and forth from one project to another and everyone has their limit on how many tasks they can juggle before they become inefficient. This is referred to as a person’s cognitive load and it is important that workers are able to identify and limit themselves based on their cognitive ability. Otherwise overloading projects slows people down and makes a company inefficient. By creating manageable tasks and assigning them one at a time, it may seem counterproductive, but it actually allows workers to complete the project efficiently and without any distractions of other problems and deadlines weighing on them.

Increasing productivity is vital to any company that hopes to continue to grow and make a profit, so use these three tips to help move forward with your employees.

 

How to Dress for Success in Job Interviews

How to Dress for Success in Job Interviews

Job interviews are the first date of the business world, so it is important to dress smart in order to impress the interviewer with both appearance and knowledge. A good guideline to follow is when interviewing for a white collar or office job wear a suit and for those applying for a blue-collar type job then dress business casual; it is never acceptable to wear casual clothing to an interview.

            The most important thing to remember when dressing for an interview is cleanliness. Pig Pen from Charlie Brown may walk around with a cloud of dirt, but that does not mean the rest of us can. Men should have their hair cut and keep any facial hair well-maintained. Some PR representatives even recommend completely shaving off any facial hair for interviews, but that is up to each person’s discretion. Women should brush their hair and make sure it looks styled. This may mean straightening it, adding in some curls, or pulling it back in a clean ponytail. Ladies also make sure to wear some makeup, no you do not need to paint your face completely, but some powder, mascara, and lipstick go a long way in helping you look your best! Cleanliness also applies to fingernails: make sure to clean any dirt from underneath and women may want paint their nails a neutral or soft color. This should be an obvious statement, but make sure to take a shower and put on deodorant. Clean is the best smell there is, so do not load up on fancy perfumes or colognes and let soap do its job!

            When choosing clothing to wear to an interview, fit is imperative. Clothing should not be too tight or too loose, and if you have issues with finding clothes that fit then any tailor can help modify your outfit to fit you like a glove. Also, remember that you should feel comfortable in your outfit, so this is not the day for ladies to test out their new heels. Seductive does not equal attractive. Men should make sure to wear dark socks and polished shoes. It may seem excessive to worry about what goes on your feet, but shoes do matter when it comes to overall appearance. Another thing that should be understood is to wear properly fitted undergarments; bra straps should be hidden and please no visible underwear lines. Your clothing should be another way to help you feel confident as you go into your interview, so you can worry about impressing the employer and not on how much your shoes pinch.

            Tattoos and piercings have been a hot topic of debate amongst employers recently and every person has a different opinion on the matter. Just be aware of any visible body art that you have, and try to keep it looking clean and understated. Small tattoos or pieces are fine, but this is not the time to show off your sleeve or multiple piercings. Some companies may have their policy about body art on their websites, but it is always safe to show less until certain of their views.

            Follow these simple rules and remember the most important one of all: a confident smile and clean look will get you far with any employer. Good luck!

How a Placement Agency Can Help You Find a Good Job

How a Placement Agency Can Help You Find a Good Job

The job hunt is an incredibly stressful process and it has become even more difficult as companies have begun using automated systems to narrow the candidate pool. It can become frustrating as application after application is rejected before a human even sees it. Even if the application gets through to the HR department, there are so many candidates for the one position that it becomes impossible to rise to the top. This is a problem that recent graduates, those who have been laid off, and people looking for a job change all experience: the headache that comes from trying to find a job on their own. Here is where a placement agency comes in.

Many companies have short-term needs either due to seasonality, large contracts, or government work; things they are hesitant to hire long-term employees for especially if they do not work out. Companies pay the placement firm to find workers willing to work for a specific duration. Therefore, the companies do not deal with the hassle to find a short-term employee and outsource to a placement agency to do the work. People seeking employment should consider using a placement agency to help them find a job for many reasons.

One of the first benefits these agencies have is access to a larger network of companies that they are placing candidates at. They can find so many more jobs than you can on your own. When people talking about finding every open door, the agencies know about all the possible ones and will help you find them. Placement agencies are in the business of finding jobs, so let them do the hard part!

Once the agency has placed a candidate at a job, this employee has a chance to test drive a position and a company. They can observe the politics, the culture, and the management style and decide if the environment is suitable to work in. Since the positions filled by placement agencies are usually short-term, this is a great way for employees to see different companies and the aforementioned aspects without any commitment. If the company is not a good fit, then the employee can be moved to a different job with minimal reputation damage to the employee or the company. Many people hope that once an employee has proven their worth through their temporary position the company might decide to hire them for a full-time job while others continue to use placement agencies for a long career in short-term work. Many people hired through a placement agency are later hired by the employer once their contracts ended.

There are many placement agencies of various reputations that fill a variety of jobs fields: from maid service through highly technical specializations. No career is out of reach for these agencies as they have connections for any job people want. This can be especially helpful for recent graduates who have extremely specific degrees or those who have overly general degrees, a placement agency may be the best way to find a position.

The pay is also typically quite good because these companies desperately need someone to fill the position, but the employee will not experience all the benefits the company offers their full-time employees. Most placement firms offer benefits to their candidates in order to supplement what they do not receive through a company. This way you do not have to worry about paying for your own benefits while working part-time through the placement agencies.

A placement agency is a great option for anyone who has struggled finding a full-time position, trying to find a company that is a good fit, or someone looking to always be challenged by a new job and new environment. They can be your ticket to finding a great job or the chance to experience numerous good positions. 

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Five Tips for Organizing Meetings That Get the Job Done

Five Tips for Organizing Meetings That Get the Job Done

We have all been there: the meeting is scheduled to last thirty minutes, but the executive shows up late and the team will not start until they arrive, forty-five minutes later everything but the actual topic for the meeting has been discussed, and half the room is comprised of people who have no say in the matter and are just “silently observing”. This is the reason that everyone dreads face-to-face meetings and has led to the rise of the email and phone team discussions. Here are some easy ways to organize meetings that will be both time-efficient and help the team tackle problems.

1.Start on time and end on time- Employees are busy, and they usually have to run from one meeting to the next while finding time in between to do their actual work. They do not have time to waste waiting for everyone in the room to get their coffee or for catching up on how the weekend went. The meeting is scheduled to start at 1:30 then everyone is seated and ready to start at 1:30. If the most important person is late, it’s even more important to start on time because if everyone else can make it on time, so can they.

2.Have a purpose for the meeting- This can be in the form of an agenda, but overall just a clearly defined purpose for the meeting. Having a clear goal for the meeting allows the team to focus on the task at hand and know if they have done their job. Creating a purpose also prevents time being wasted trying to pick a topic to work on and can direct the flow of the meeting so you do not spend half of it trying to decide who goes next. This is such a simple thing to do but it can really affect the duration and effectivity of your meeting.

3.Everybody in the meeting is there to actually participate- People are not there to listen - they either have a say in the matter or they do not need to be in the meeting. When executives sit in the meeting to listen, it gives a feeling that they do not trust that you are doing work or your ability to do it well. It is imperative that the employees are confident that upper management and executives trust their skills and that they do not need to be babysat while at work.

4.Somebody has to take notes- Afterwards, assemble them and send them out. Especially if decisions were made, or actions were assigned. This will prevent a million emails being sent reminding everyone about what they signed up for in the meeting.

5.Stick to the topic- Do not allow the excuse of having all the right people in the room to warrant talking about another topic. If a meeting ends early, then let it end early. The meeting has a purpose, so that time should be spent on tackling that issue and not a catch-all for every topic that the team wants to discuss. 

Here is a bonus tip to help organize a better meeting:

If at all possible, make it face to face- Well over half of communication is non-verbal and people listening on phone calls cannot get the full message. Face to face meetings are more efficient and effective than phone conferences or email.

            Do not continue to let meetings be a drain on time and resources; use these tips to organize meetings that get the job done!

Four Keys to Improving Employee Engagement

Four Keys to Improving Employee Engagement

Your company is running and you have hired your team of employees now comes the next step: how do you keep your employees engaged and happy? First thing to know is what does it mean to be engaged? Engaged refers to employees who are active participants in the company and they are interested in doing more than just the basic amount of work expected. This is important because a company is only as good as its weakest link, so happy workers make for a better and more productive company. Only 15% of employees report that they are interested or engaged in their work according to Gallup’s State of Global Workplace report (Gleeson). Here are four ways to help improve employee engagement:

1.Recognition of your employees’ time commitments- Every person experiences conflicting needs for a home life and that can make it a challenge to keep them interested in extra time commitments at work. This is especially true for after-hours events such as socials, training, and company sanctioned events. It is important to recognize the challenge that many have in balancing their work and their personal life. Try to keep after-hours events to a minimal amount because employees will not be happy if they are spending every day at company events and missing dinner with their spouses or time with their friends. One great way to resolve this issue is create events that the employees can invite family to come to; try holding a company day at the aquarium, tickets to a sports event, or any activity that allows the employee to have good family time. 

2.Assign meaningful work- Every person wants to feel like they are working towards something or that they are contributing towards a greater cause. Employees do not want to feel like their work is underappreciated or useless; recognize the importance work they are doing and do not waste their time on meaningless busy work. The employee is being paid for the time they put into the project, so do not waste that money. This also affects their overall attitude; if employees feel like they are doing compelling and valued work, then morale will benefit (Gleeson).

3. Recognition of work and effort- This ties into the last point of assigning meaningful work because not only should the task be important, but also recognition should be given where it is earned. Often people feel as if their talents and effort are not appreciated as they should be, and the best way to keep employees engaged is to support their confidence in the work that they do. People will take pride in their work if they know that a good job will be appreciated and recognized. This will motivate employees to work harder to do their best work for a company that they feel values them. Although it is important to note that the level of praise should be appropriate for the work done. Employees recognize unearned praise and it can have the opposite of the desired effect. Also understand when dealing with underperformance, it is important to know the difference between gentle encouragement and brutal honesty. The most important lesson to take from all of this is that employees want to know that their employer is aware of their efforts and contributions whether they are performing above or below expectations. If you are unaware of the employees’ actual work, you are better off saying nothing than overpraising or overcorrecting.

4.Consistently ask for their opinions on how to improve- Employees are the only ones who can decide what will help them be happier with the work they are doing or the company they are at (Gleeson). It is important to ask for their opinions on different initiatives and ways the company treats the employees. A great example of this practice in action is Toyota; their entire area of business discipline is based around their practice of going to the factory floor to get solutions for high level questions. The higher in the hierarchy of management that a person is, the more isolated they tend to be. The workers know the situations and, if they feel comfortable doing so, will share sage advice. Feedback is essential when working within a company setting because things are constantly moving, employees are growing, and engagement must adjust to employee needs.

Employee engagement is an important issue that every company struggles with. Take into account these four keys to promote engagement and watch overall morale and productivity improve.

Works Cited:

Gleeson, Brent. “5 Powerful Steps to Improve Employee Engagement.” Forbes, 15 October

            2017,   https://www.forbes.com/sites/brentgleeson/2017/10/15/5-powerful-steps-to-         improve-employee-engagement/#3b4f866341d5. Accessed 16 October 2017.        

Five Mistakes Young Businesses Make When Hiring Sales Staff

Five Mistakes Young Businesses Make When Hiring Sales Staff

Newly developed businesses have unique and exciting opportunities as they begin to establish their systems and hire their members. This is a time when risks should be taken, but make sure to avoid these mistakes when hiring a sales staff.

1. Avoid unrealistic expectations

This is imperative especially in situations where relationships must be established prior to significant sales. It takes time to earn trust either in your staff or your company, so make sure your expectations account for the time necessary to create a trustworthy reputation for your company. Unrealistic expectations can cause many issues because they lower morale when they are not reached, and create tension within the hierarchy as blame is placed.

2. Underestimation of the sale cycle

Recognize that commission and other pay may not happen for months due to the normal cycle of how long it takes to establish and make a sale. This goes hand in hand with having realistic expectations; it is great to have goals and to work towards those, but make sure to think realistically when setting goals especially as you start out.

3.

Mistaking aggression for drive

A good salesman will be self-motivated, but will nevertheless be a team player. Enthusiasm is an excellent quality to possess especially when hiring sales staff. This excitement should not interfere with their ability to work with others or their relationships with their superiors. Aggression creates tension within the office and can hurt potential business with clients.

4. Setting up competition between sale staff

Whether this is done through account assignment, territory assignment, or just contests and competition. Competition creates a winner and a loser when in fact the loser may still be an excellent salesman. When people are labeled as losers, morale is lowered and can cause them to feel that they are no longer able to do their jobs and they will leave. The winners will initially feel motivated by their heightened ego, but eventually, if there is no promotion available or they are passed over they will be dissatisfied and will leave. The ideal competitive scenario is to make the workplace like a golf game. The ultimate goal should be to compete against one’s previous work and be better than they were before.

5. Don’t underestimate the value of experience

Fresh ideas are not the sole property of those new to business. Young workers are often praised for their enthusiasm and wealth of new ideas, but this does not come with wisdom. Experience does not mean stale ideas and an older employee can have the same excitement for their work when given the proper motivation and chances to prove their knowledge.

Keep in mind each of these common mistakes and take advantage of the wonderful opportunities that are available with the start of a new business. 

Employee Privacy: Why Smart Employers Guarantee It

Employee Privacy: Why Smart Employers Guarantee It

Employees’ right to privacy in the working environment has stirred quite a controversy within the media for the past years. Right to privacy has been a hot topic with the industry especially in this age when technology and information can easily be shared with a click. Telecommunications such as internet and e-mails have paved a way for faster and more private methods of communication, but it is through these types of privacy that agitated employers. Companies have shared concerns about how to monitor their employees without the fear of prosecution.

When employers would monitor their employees’ emails or other types of communication, it makes them feel that it is a violation of their privacy. But that is usually allowed in some states. Employee activities, especially ones that are conducted on the company grounds, have more protection in terms of privacy. Employers can have reasons to monitor employee activities since such hidden communications can harbor illegal activities such as substance abuse.

Employers also need to know the people they are hiring, hence the need for personal information. They also have to address both personal and professional issues for the benefit of their workplace. Workplace surveillance and monitoring serve to ensure the security of other employees.

The employer’s need for information and the employee’s right to privacy should find balance.

  1. Employers should clearly state what personal information they require from their employees and candidates. They should also clearly state for what purpose does it serve to give private information.
  2. The collection, disclosure, and use of private information should be done with full knowledge of the employee. It is with full consent that they give personal information to the responsibility of the employer. 
  3. Gathering of employee information should only comprise what is necessary for the employer for future reference.
  4. The method of gathering employee information should be done through lawful means. Hacking emails, social media accounts, and rummaging through private mail can mean that this is a breach of an employee’s right to privacy.
  5. Employers should not give out private information of their employees easily. Only when they are dealing with legal action that it is required to access personal information of the employee. Other than that, employers should not give away personal data other than its stated purpose.
  6. Employees should not give false information. All the data that they provide to their employer should be thorough, factual, and updated. If ever any of their provided information has changed in the course that they are still employed, they should notify their employer of any changes.
  7. The personal information should be accessible to employees. They should have the right to see that the information they had provided had not been altered or changed. If so, they have the right to question those responsible in handling their personal data.

Many companies now have practices for the privacy of their employees. It is required by law that employees have the right to question company liability. Employee privacy is not just avoiding litigations; it is about the right of an individual to set boundaries and have it respected.

5 Things that Increase Employee Satisfaction

5 Things that Increase Employee Satisfaction

A successful business does not only prioritize their customers, but also their employees’ satisfaction and happiness. Employees who are happy with their jobs tend to be passionate and will deliver their very best. Passionate employees do not just work for the sake of their paychecks, but their desire to see their company grow and improve to a whole new level and stay even in its toughest times. They will give their best to keep the company on its feet.

Employee satisfaction actually goes beyond than performing well and training newcomers. When employees are content with the company they are working for they are most likely going to tell their friends and family how happy they are with their job and the benefits that come with it. However, if their company does not treat them well, employees will end up criticizing and will tell other job seekers to avoid this particular company. Performance-wise, satisfied employees handle stress and pressure better compared to workers who are unhappy.

Recognition and Respect

Simple compliments, a pat on the back, and notes of thanks can go a long way. Recognizing achievements is a strong tool in building motivation and self-esteem. It is a way of showing respect to employees that their efforts are greatly appreciated. When a workplace lacks respect, it becomes toxic and when teamwork is required, not everyone will be fully cooperative.

Encourage Growth

There are many talented individuals in organizations, some may not have tapped into their full potential or even recognize it. When employees feel like their skill growth is stunted or that they think that they are not learning anything in the company, they will strongly consider resigning. When employees are not growing out of their current skill level, they will surely find a company that recognizes their talents and encourage them to grow.

Open Up Communications

Managers and Human Resources department should maintain an open line of communication and encourage staff to approach them in any case that they can raise concerns, share ideas, and other inquiries. Companies that listen to their employees show that they are concerned for their well-being in the workplace.

Schedule Skill Development Trainings

Learning never stops. Set up training that focuses on developing skill sets or introducing new ones. Skill development trainings should provide the workplace with an atmosphere that helps growth. Employees that are encouraged to enhance their skill sets are more motivated in their work. By providing hands-on learning stimulates their desire to learn and at the same time prevents stagnation and boredom.

Hand Out Surveys

Surveys help employees rate how satisfied they are with their workplace and management. Keeping track on how employees feel about the benefits and how efficient management is in maintaining a healthy workplace environment. Surveys are also a way to maintain an open-door policy and encourage the staff to approach management to voice concerns and suggestions. 

A paycheck does not always mean that an employee is satisfied. Building a system that makes employees content with their job should be the priority of companies in order to build a stronger work culture. The first advantage of high employee satisfaction is that it leads to a positive and productive work environment. Employees can focus on their work rather than complain or procrastinate. Secondly, turnover rate will decrease. Retaining experienced talented employees are more efficient compared to their newly recruited counterparts. These professionals are also important since they can become the mentors of employees who have just joined the organization. Last but not least, employees who are satisfied create a healthy working environment that abstains from office politics and other similar conflicts.

How to Deliver Effective Employee Training in 6 Easy Steps

How to Deliver Effective Employee Training in 6 Easy Steps

The success of your company lies in your employees. Employees are the best asset of any company; their performance determines your company’s success and by developing an employee training program it can contribute to the success of your business. It benefits greatly to both employees and employer. Training programs help employees, especially new recruits, to be more efficient in their tasks. A training program that is implemented properly can make employees more efficient. They can become more productive, updated to and compliant with company regulations and policies, increase their motivation, and create a smoother workflow.

When it comes to operating businesses, your employees need to have the talent, skill, and to be continuously productive. Employees need to understand their roles better and what standards they have to adhere to. Developing an effective employee training program can be determined by a lot of things, but with these easy steps, we can make it a whole lot easier.

Determine the Company Goals

What does our company aim for? What do we want to do as an organization? These are the questions you have to ask to know your goals. It’s hard to become successful when you do not know what you are aiming for. Determining what your company’s goals are helps you and your employees know what they will focus on. Usually, business goals include increasing worker efficiency, productivity, and client satisfaction. Regardless of what your organization focuses on, determining your company goals will tell you how to move towards developing the training program.

Determine Employee Characteristics and Where to Assign Them

Consider your employees’ characteristics and determine which type of training program would be the best, that is effective and would help them enhance their skills. As an employer, you cannot cater to each individual in your company so you need to sort them into groups to make these trainings faster and easier. Do my employees learn better through computer-based teaching or do we need an instructor? Do they learn faster if we have manuals or would they do better with lectures? These are just some of the examples of what you have to consider when you create a training program; it is complicated to have only one training program for it might not be effective for some of your employees and they will have trouble coping. Consider training methods that compliment different types of employees for a better chance to reach out to everyone.

Set Schedules

Training sessions take time to prepare. Before training your employees, you have to make sure that everything is in order. The time it will take for the training to complete will depend on the complexity of the content in the program. Take into consideration that there might be some setbacks or difficulties the program may face. Will the program be completed after a few weeks? Will everyone in the team absorb all the information by then? Or will some of them be overwhelmed by the information? Learning takes time and it is a process; setting schedules will help your employees cope with the process before moving forward.

Develop Training Materials

It should be the primary focus of the training program that employees have all the learning materials that they might need. Materials should contain information that is linked directly to the learning objectives of the program. If possible, it should include simulations or active participation as much as possible since it is easier to learn by actually doing it. Will these exercises help in retaining what employees have learned? Do the materials help them in being equipped with the right skills that will contribute positively in the company?

Keep Track of Progress

To see how well your program is working, you need to keep track of it. Even during the training, assessments should be conducted in order to evaluate any progress. Assessing skills can be simple tests for knowledge, memorization, analysis, simulations, and hands-on skills and attitudes towards the training.

Feedback

Once the program is completed, request participants’ to give feedbacks. This is where you can see what the advantages and disadvantages of the training program were. Through feedback, employees can discuss what they have learned and how much they can apply it in an actual working situation. Also through feedback, you can see what the comments and suggestions from the participants are so that it can help in improving employee training programs. 

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Find and Hire the Best Candidate for the Right Business

Find and Hire the Best Candidate for the Right Business

The corporate world is always changing. Adapting to these changes is important and finding the right candidate for the organization is just as essential. After all, employees are the core of an organization. They are the people who man the desks and keep the business up and running. Simply put: a business cannot run without their employees. It is evident that companies would like to hire candidates that will contribute greatly to their organizations’ goals. 

Any business owner would want to have good employees. Hiring the right candidate can be a demanding procedure. When companies hire the right employee for the job, it is actually an investment in itself. Employees who fit right for the tasks compensates the company through productivity, helping flourish the working environment and culture, which is overall a positive influence. However, the cost of hiring the wrong employee can harm a healthy working environment, not to mention it also wastes time.

Selecting the best candidate greatly improves the work culture. These employees contribute to the self-confidence of their colleagues, which can help in innovating plans for the company, propelling the company’s goals, and finally accomplishing them. There is no precise guideline for finding and hiring the best candidate as each company’s needs differ from the other, but there are basic criteria that need to be evident when screening. When picking candidates, companies need to look at how adaptive, analytical, cooperative, resourceful, and their eagerness to learn.

Most often, what companies look into is the attitude of candidates to see if they have the flexibility to bend with the culture of the company. Change is the only constant thing that is present in most organizations. Employees need to grow and evolve or else they will be left behind by progress. Adapting to new positions and embodying a new outlook is important when it comes to weathering out the changes the industry brings.

Critical thinking is one of the attributes of a deserving employee. They should be able to synthesize and analyze their surroundings and tasks. This starts off during job interviews, when they are encouraged to ask questions about the organization they are applying to. It shows that how candidates can be attentive, incorporate what they had heard to their understanding, and finally ask the essential questions regarding the focus of the business. The hiring process needs to have interview questions that can tap into how the candidate thinks. It also shows their patience, response to inquiry, and how they react under certain circumstances.

Teamwork is nothing new in a business organization. In a place where there are numerous tasks that need to be attended to, it is not a surprise that people are working together. Despite that the corporate environment is a competitive place, it should not get in the way of teamwork. A candidate cannot be so independent that they refuse to work with others; progress would be slow if that happened and infighting would most likely occur between employees. A candidate that understands their own train of thought can be amplified by teamwork and a variety of ideas.

Being resourceful is one critical skill of outstanding employees. Improvising the best solution on a problem that seemingly has a dead-end showcases skill and critical analysis in the face of pressure. Resourcefulness is about improving what is available; it is not just about constructing something new, but also make old methods work better.

Learning never stops; it is a life-long development and the knowledge we acquire is never enough.  The same can be said for candidates who stand out among the rest. Candidates who are always thirsty for knowledge and new skills are known to be versatile and open-minded. A cultured staff is an essential part of a company’s accomplishment and growth. 

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