"As a newer Manager over the last couple years and giving Employee Reviews I don't feel I've done a good job at. The employees don't seem to be engaged or energized by them. We discuss the year in review and what they need to improve on but the conversations are definitely one-sided. Is there a better format for a Employee Review and what should it consist of?"
Great question, Employee Reviews are a fantastic opportunity for an organization to gain valuable insight into their employees' psyche. This is an opportunity to gauge your employees' happiness not only with their job, but your company on a macro level. Another important thing you can find out is what their career passions are so you can properly groom them. I know Managers don't like to hear that their employees want to do something else other then the job they are in especially if they are good at it. But is it not better to learn that so you can find a way to keep them in the organization rather then lose them to to another company, even a competitor and find out why they left the hardway?
So here are my recommendations of what a Employee Review should look like:
When I interview candidates I understand there are questions I am not allowed to ask? What are some of those and how do I find out the information I need in order to make a hiring decision on a candidate?
That is a great question! HR Laws are constantly changing to prevent discrimination for job applicants. However the key is to have the questions that can be equally asked to every person applying that won't show bias. Here are some of the common ones that are absolute "NO NO" to ask and can be deemed discrimination:
The key to any question asked by an employer for a job interview is making sure it doesn't single out anyone and is asked equally without judgement to any person applying. Now lets look at the legal and fair way to ask the questions above without discrimination.
My name is Sandy and I work as a Market Coordinator for a small law firm just outside of St. Louis. Doing marketing for a Law Firm, my job lacks the flexibility for me to be creative so I'm on the hunt for a new one. That has been a struggle as I apply and apply for jobs online with no luck at all. I barely get any interviews.
Dear Recruiter Help! What am I doing wrong?
Sandy first of all thank you for writing in and sharing your question. I'm sure there are a lot of marketing people that are in your situation so they will appreciate you asking the question. So I get similar questions to these a lot and the common theme to the frustration people have is applying to jobs online. Look I get it, companies require applicants to apply online to get hired. But let me let you and the rest of the reading audience in on a secret Sandy, you don't have to apply to the job right away you can apply anytime. What does that mean exactly?
Well once a company has interest in you as a candidate and they want to set you up for an interview, at that point you can officially apply to the job which they will direct you to do. The misnomer is that in order to be considered initially for a job you have to apply for it online, not true. There are other ways to be considered for a job other than directly applying to it online which is what I will cover.
Still the most effective way to get your "foot in the door" to be interviewed and considered for a job is network with someone working there to advocate for you or connecting directly with the hiring manager. The other way to find not only marketing jobs but any jobs is to have them notice you and approach you. This way jobs you are not aware of will have a way of finding and reaching out to you.
As a Marketing person Sandy you have the advantage of having the skills to market yourself in Social Media as a way to get Hiring Manager to notice you that other people may not have. Here is a quick list of things I would recommend you do and this can all be done on Linkedin which is still the top Professional Social Media Platform.
Sandy I hope that helps. Thank you for writing in and good luck on your search!