3 Tips for Teaching Employees to Overcome Mistakes

Posted by Mark Jackson on Tue, Jan, 26, 2016 @ 07:01 AM


Only 13% of employees are engaged at work according to Gallup. Not completely understanding daily tasks or lacking interest in projects can be one of the many factors for the myriad of mistakes employees make. The truth is, no matter who you are, mistakes will happen. They aren’t fun and no one loves dealing with the repercussions, but how you or your employees choose to approach the solution can make all the difference. Consider mistakes as an opportunity for growth. How a leader guides employees through errors as well as how that leader solves their own can make all the difference in a team dynamic.


Learn from the mistake

As Lifehacker suggests, making forgiveness a part of the daily routine is pivotal to handling those larger, more impactful errors:

You're not the first person to make a major error. Look at the failures of the people you look up to, and you'll realize it's all a part of the process. The greatest of the greats was a human too, and they most likely had more than a few "whoopsies" in their lifetime.”

Tweet This: "The greatest of greats was a human too, and they most likely had more than a few "whoopsies"..."

Don’t kid yourself; you’ve been in the hot seat before and it wasn’t fun. That said, you can probably remember the repercussions as well as how the issue was solved. If handled correctly, that same error was never once made again. That is the learning that an employee needs. Solving those smaller issues quickly and with little emotion makes the larger issues easier to approach. That’s the trust employees need to have in leadership. The more trust, the more innovation.


Owning the mistake

According to a study, 70% of decisions we make will be wrong. Remind your employee not to be defensive when a problem does occur rather, take time to analyze what went wrong. Don’t let the error be the focus of any following correspondence. That will encourage defensiveness and  being defensive not only wastes time and money but distracts from the solution.

Tweet This: 70% of the decisions we make will be wrong. Learn to forgive error, like this: 

This is an opportune time to lead by example. There always has to be give and take. It is easier to own up to leadership when those who manage the team are aware of their own failings. Leaders who are defensive are generally rated as less effective on measures like self-awareness, communication, adaptability and ability to meet business objectives. 

Defensiveness... hinders leaders' ability to learn and, as a result, their success. The researchers looked at feedback that 134 leaders received from their managers and found that defensive leaders were generally rated as less effective on measures including self-awareness, communication, adaptability, and ability to meet business objectives.” - Shana Lebowitz (@ShanaDLebowitz), Business Insider


Fix the mistake

Once all issues are laid out on the table and blame is accepted, move on to the solution. Remind your employee that while everyone does make mistakes, owning up and fixing the mistake is the most responsible thing to do. Fully explain what needs to be done to right the wrong, then ask the employee to add input. Ask questions that demand answers.

      What can I, as your manager, do to eliminate the chance of this happening again?

      Is there a way your team can support you to avoid this happening in the future?

      Is there a part of your job or daily tasks that you are confused about?

      Are there any tools that you believe could help you do your job better?

Tweet This: Next time your employee makes a mistake, try this approach: 

 A study found 44% of employees report they didn’t understand the change they were being asked to make. When the approach is one-sided and lacks interaction, the employee loses a valuable step in the process of learning. It is important to help guide your employee to the fix as well as making he or she an integral piece in actualizing the solution. There may be a reason as to why the mistake happened in the first place, and if the right conversation takes place, avoiding recurrence is far more plausible.

Tweet This: 44% of employees report not understanding changes they're asked to make. Try this when leading change: 

Forbes found that 51% of employees said they would rather have had their employer compliment them, point out the wrong and ending once again with a compliment. Some may know this as the “sandwich” method. It might be difficult to find in a stressed time to find the positives, but remember, there’s a reason that you chose to continue working with this employee. Be stern, don’t belittle and make the conversation a two way street. Your employee’s engagement and dedication is on the line as well as the team who leans on he or she. This method will have your employee leaving the meeting encouraged and ready to move forward to success.

Managing, mentoring and training teams is difficult. When you add in organizing the paperwork and compliance concerns of employee mistakes, the stress only heightens. Considering the ways you can curb mistakes before they happen is important. Increase productivity and efficiency with Visibility Software’s learning management system, Cyber Train, so employees are well-trained and engaged, keeping mistakes are kept at a minimum.

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What is the Future of Recruitment?

Posted by Mark Jackson on Tue, Jan, 19, 2016 @ 07:01 AM


Recruitment methods are undergoing serious changes as not only HR technology evolves and advances, but the workforce, comprised of several generations, becomes more demanding and less tolerant to an unfavorable work environment. With such constant change surrounding the job market and workforce, it’s difficult to predict what the future of recruitment looks like. To gain some insight from professionals in the industry, we turned to knowledge (and opinion mecca!) Quora.

Answers have been edited for clarity and brevity.

Q: What is the Future of Recruitment?


“I think the very role of a recruiter is evolving. It's not enough to be a great sourcer. It's not enough to be a great closer. We need to bring more to our clients...Tomorrow's recruiters will be

  • creative marketers
  • brand champions, at ease working up and down and inside/outside their organizations.
  • technically fluent and know how to wrangle metrics…

They will understand what social media is, what it isn't, and how to effectively incorporate it into various programs (recruiting, branding, talent communities, etc). They MUST be self-motivated and curious in order to keep pace with the rapidly evolving talent landscape. The recruiting world is changing fast, if recruiters aren't driven to keep up they will struggle.”

-Lars Schmidt is the founder of Virginia recruiting consultancy, Amplify Talent.

Old School

The best way to recruit talent is still through networking and cold calling...When there was no or little internet, the way to recruit was to network like crazy, map out company org charts by cold calling and talking with people etc. It was HARD but internet, especially LinkedIn makes it very easy to discover talent...Technology has made us recruiters lazy. We send 100+ emails through LinkedIn. It used to work but now it is just spam from a passive candidate's perspective...if you want to fill your search now, start talking to people.”

-Sangeeta Narayan does executive recruiting for Indian online shopping site Flipkart.

New Opportunities

“...the biggest impact of technology on the future of recruitment isn't about how we recruit at all, it's about whether we need to recruit...at a higher level than just recruitment, is an increasing focus on organisational capabilities...if an organisation is only fishing in the same pools of active candidates as its competitors / comparators then it's never going to really be able to develop any significant capabilities at all...recruitment is going to change, and it's going to be informed by technology, but actually it's not technology that's driving this change. The driver is just much smarter recruiting, using the opportunities provided by technology to increase the smartness of these various approaches.”

-Jon Ingham is an executive consultant at Strategic Dynamics Consultancy Services.

Tweet This: Jon Ingham, executive consultant, says recruitment isn't about how we recruit at all:


The day an automated something machinery is able to analyze a candidate's nervous tic, measure the weight of certain pauses or stammers, sniff BS by 'gut' feeling, negotiate with humans, is the day the need for recruiters will cease to exist. Which means never.

Screening can get both easier and harder. Harder because, well, the Internet makes it easier to fake stuff. Easier because a recruiter can fact-check; there are companies and software programs that help you create tech screens and the likes. Recruitment is going to become more important as technology continues to be important.”

-Angela Liu is a senior technical and finance sector recruiter at CompuGain.

As it appears, there are some very compelling and varying points of view about what the future of recruitment holds. The good news is there are a plethora of insights, including those in this post, that recruiters can use to prepare for the changes that they’re probably already experiencing. For the future:

  • Become a brand-focused marketer in place of the traditional recruiter
  • Don’t underestimate the power of human connection; traditional recruitment methods still work
  • Identify new and innovative recruitment opportunities with technology
  • Understand that technology and social media does not replace the need for recruitment, but rather makes it even more necessary to have skilled recruiters involved in the process

Tweet This: Do your predictions for future recruiting align with these professionals?

If you’re ready for a change, streamline your recruitment process with Visibility Software’s applicant tracking system!

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Stop Your ATS from Hurting Recruiting

Posted by Sean Pomeroy on Tue, Jan, 12, 2016 @ 07:01 AM


Google’s mobile-friendly and quality updates implemented earlier this year have caused some concern for recruiters. With the updates, search ranking is influenced by whether or not the page is mobile-friendly and the measure of quality within its content.

As some companies with applicant tracking systems have experienced increases in organic traffic, others have had low dips. The effects of the changes vary across the board, but one thing is certain; recruiters are rethinking the design of their applicant tracking system. So, let’s first take a look at some current problems with ATS and then, examine what it takes to have an ATS that helps, rather than hurts, recruiting.

The Disconnect Problem

Recruiters need applicant tracking systems to do their job faster and more efficiently. Unfortunately for job seekers, it can do quite the opposite and, in turn, drive prospects away. When a candidate is redirected from a job board to an ATS, it can cause a lot of warranted frustration.

After creating profiles with contact information and career data on various job boards, candidates are left to sift through hundreds of job descriptions for hours until they finally find something that sounds like a fit. Once they click to apply, they get redirected to a new page and are asked to create yet another account with exactly the same information as before. This is one of the biggest frustrations for job seekers and the reason almost 90% of them, according to Appcast, abandon the application process.

Tweet This: 90% of job hunters agree this is the biggest pet peeve during the job search: 

Whether applicants are redirected from company career pages or job boards, the disconnect with the ATS can potentially damage employer branding and tarnish the reputation and competency of career sites.

The Solution: employers should collaborate with ATS providers that offer solutions to make the recruitment process faster, easier to update and capable of integrating seamlessly with recruitment sites. Having a cloud-based ATS with autofill capabilities, such as applying with a LinkedIn account, and resume parsing can streamline the recruitment process and save candidate’s the headache of manually entering their information multiple times. Check out our recruitment software to create a favorable candidate experience.

The Mobile Problem

The mobile problem needs no introduction. We are living in a fast-paced, mobile-dependent world which places considerable pressure on companies to have fully mobile-responsive career pages and application processes.

In fact, a recent Careerbuilder survey shows that almost one-third of their traffic is made up of mobile users and up to 40% of those users abandon non-mobile friendly apply processes. That’s too many potential candidates to ignore. If companies want to improve their pipeline, they’ve got to have seamless, mobile-responsive ATS.

The Solution: enhance and ensure the candidate experience by seeking out an ATS that can respond to any device throughout the entire recruitment process, especially the application portion. Visibility’s recruiting software allows companies to host customized, mobile-responsive careers pages that are easy to use and maintain.

The Content Problem

The Google quality update is not the only reason employers should be rethinking the content that is weaved throughout their ATS. Job seekers desire well-written, focused content during their job search. In fact, 60% of job seekers give up on applications because they are too long or complex. Lengthy applications not only scare candidates away, but run the risk of timing out due to technicalities, wasting the candidate’s time and placing negative attention on the employer brand.

Tweet This: 60% of job seekers give up on applications due to lengthy processes. 

Other content problems within ATS have the potential to affect other stages of the recruitment process. Poorly constructed content has the potential to damage the employer brand by seeming too complex, boring, outdated, or impersonal. What’s more is that inadequate ATS doesn’t represent the employer brand accurately if the look, feel, and general tone of the brand isn’t present throughout the application process.

The Solution: employers should seek out ATS providers that offer customizable solutions to the design of the application process, taking into account the need for distinguishable content. Content should be direct and focused with favorable word choice and should align with social media strategy objectives. The tone and message of the employer brand should be consistent throughout the entire process. Visibility’s recruiting software allows recruiters to customize the application process and provides the capabilities to keep employer branding consistent throughout. From the logo to the tone, the experience will be seamless for the candidate.

Applicant Tracking Systems exist to help streamline the recruitment process, but with new workforce trends and changes in search ranking qualifiers, the effectiveness of those systems are being put to the test. Without taking into consideration the user experience, ATS has the potential to hurt, instead of help, recruiters. Employers should seek out superior ATS providers that can help meet the needs of the workforce and, as a result, strengthen the talent pipeline.

Looking for a new ATS to provide your target audience with a stellar user experience? Check out our Recruiting Software now!

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5 Interview Skills Every Interviewer Should Have in 2016

Posted by Mark Jackson on Tue, Jan, 05, 2016 @ 07:01 AM


Go ahead. Google “Interview Questions”. I guarantee you that most, if not all, of the results will be for job seekers and candidates on how to ace their interview. Perfect! But what about new Human Resource professionals who need to learn how to interview properly? Where is the resource for great interview questions for hiring managers who need to brush up on their interview skills? Or perhaps you’re a startup that needs to learn how to hire that first employee and interviewing is something you’ve only ever done from the other side of the table.

No matter what your interviewing situation, here are tips that will help you ace the interview… when you’re the interviewer.

Do ask the same general interview questions, in the same manner, with everyone.

EEOC is not a joke and it was put in place to override the subjective nature of human beings. Asking the same general interview questions of each interviewee is a great way to avoid discrimination claims in the future. Tools like phone screens and pre-recorded video interviewing software also help with this. ClearCompany’s own video screening tool integrates with the ATS and has a question bank included. Or you can use these general interviewing questions. 

Don’t use “icebreaker” questions in an interview

It’s only natural to want to get socially comfortable with a jobseeker or candidate. However, it’s not only a bad idea, it’s illegal. Consider what Lori Adelson, a labor and employment attorney and partner with law firm Arnstein & Lehr, tells Business Insider.

"State and federal laws make discrimination based on certain protected categories, such as national origin, citizenship, age, marital status, disabilities, arrest and conviction record, military discharge status, race, gender, or pregnancy status, illegal. Any question that asks a candidate to reveal information about such topics without the question having a job related basis will violate the various state and federal discrimination laws.”

In fact, a recent CareerBuilder survey, 20% of hiring managers indicated they have asked a question in a job interview only to find out later that it was illegal to ask.

Tweet This: Why you shouldn't be using ice breaker questions in interviews: 

Do ensure the interviewee has a fair shot

If you’re interviewing for an open position, chances are there’s someone, somewhere in your organization doing the work of two or more people. While this is frustrating, you can only make the very best hire for your company if you are prepared for the interview. Having any materials handy (like a resume or portfolio) printed or on your screen, allows you to ask about specific assignments and deliverables. Encourage hiring managers to do the same and send you three important questions to ask the interviewee about their skill set. Best practices suggest interviewers spend just 20-30% of the interview talking and the remainder, listening closely.

Don’t just skim the surface

Achievements on a resume are to be celebrated because they (sometimes) prove the applicant knows their stuff. But don’t take numbers or certificates earned at face value. Ask specific questions about the project or skill mentioned and what the numbers were based on or what they learned from a specific project mentioned by the candidate, as notable. You might be surprised by the answers!

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Do keep great records

It’s never a good idea to let applicants float off into the ephemera. If you liked them enough to bring them in for one interview but don’t think they’re a fit for your currently open positions, enter them into your applicant tracking system or Recruitment Management System to follow up with later. It’s never too late to start building your future talent pool!

Visibility Software’s recruitment system is the perfect tool to get you started. See what makes our applicant tracking system one of the best.

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Want to Be Promoted? Quick Tips for Recruiters

Posted by Sean Pomeroy on Mon, Dec, 21, 2015 @ 07:12 AM


No matter what position you work in or what company you work for, chances are you want a promotion. Unfortunately, 62% of employers say bad attitudes hurt an employee’s chances of getting promoted. While you may not love the position you’re in and dream of having a little more responsibility, sticking it out and proving to your employer you’re ready to move up can be the kicker that helps you get the promotion you’re looking for. Let's dive into these quick tips for recruiters.

When it comes to the field of recruiting in particular, you may wonder what you need to do to get promoted. You aren’t alone, and there a few things recruiters need to have in order to start climbing the mountain.

Know the whole organization

Recruiter, know thyself. And everything else. Talent leaders have a grasp on just about every part of the company they work for, including performance, engagement, organization development, succession planning and personnel management. Knowing what’s going on at your company will not only make you better at your current job, but also pave the way for new opportunities.

According to a survey, 81% of executives say their HR talent needs to value business more than the average HR skill. Knowing these ins and outs will allow you to have the vision to know what decisions you need to make now and with authority, and which you can take your time on. As you start to take interests in other parts of the company, your manager will eventually notice you have an eye for the inner workings of the organization and not just its results.

Tweet This: What's more important to you, business or average HR skill?

Remember to look at the big picture

This leads us to our next point: 60% of companies are now investing in big data in order to help make their HR departments more data-driven. Data allows recruiters to look at the needs of the organization and align them with market realities; the more a recruiter understands the market they work in, the better they can help their business make the right calls.

Having a knowledge of everything within and outside the organization, and being able to ask questions like, “is this the best move for my company in the long-run, or just now,” can set you apart from other recruiters. It shows you’re capable of connecting the dots between disparate areas, and that you have the company’s best interest at heart.

See yourself as a Talent Advisor

Another number recruiters should pay attention to: 20% of HR employees are locked into a mindset and lack commitment to deliver real value. Recruiters and talent advisors are seen on two completely different levels; recruiters are seen as taking orders from higher-ups whereas talent advisors are seen as partners with a more respectable level of talent insight.

When you begin thinking of yourself as a talent advisor, even if you aren’t officially one yet, you’re preparing yourself for the position; it will show your boss that you take yourself seriously and have committed yourself to advancing within the organization. The more you can show your boss that you’re not afraid of responsibility and can educate yourself in every position at the company, the better you look when it comes to time to fill the position you’re gunning for.

Tweet This: On-the-fly promotion tips:

Following all of these steps can show your boss that you are educated, you care about the organization and have the chops to not only run your company’s hiring efforts, but excel far beyond that with your company. That’s exactly what companies want in a leader, and it’s what you should aim for if you want that promotion.

Ready to reach the next level of productivity? Then try a demo of Cyber Train, Visibility Software’s online learning management software that will make sure every one of your employees is up to par.

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