By Linda Dulye, president & founder, Dulye & Co. Published May 22, 2013 | Fox Business
Don’t let company size take you out of the competition for new grads.
Small companies can vie against corporate giants for top talent—and win! The catch is having a real game plan for being attractive and for attracting. These six steps can make you a pro in recruiting and hiring college graduates. Continue reading.
Call it being proactive. Or persistent. Effective follow up is an essential part of the professional development experience—especially when it comes to the job-search process.
Take for example, Paul, a rising manager entering his second year at a major financial company, who turned a rejected resume into a new job offer through perseverance. Paul applied online for a new position at his company after a conversation and recommendation by the hiring manager. Within a few weeks, he received an email from a Human Resources representative (whom he did not know) indicating that his application had been rejected.
Rather than accepting the denial, Paul went into action and launched follow-up techniques that were so effective that four weeks later, he was offered the exact job that initially he was initially turned down for.
With college commencements fast approaching, there’s an abundance of advice articles for new grads entering the workforce.
But what about the hiring manager? After all, it is a two-way street for that working relationship to actually work, well!
What do new grads most want in a workplace and a boss? Here are five success tips for making that perfect connection based on poll data from 2013 graduates of the Dulye Leadership Experience (DLE), a professional development / leadership program for college juniors and seniors that I’ve established with my alma mater, Syracuse University.
As a fiercly proud Syracuse University alumna, I am on Cloud 9 these days. Our men’s basketball team has applied the full Orange Crush mode to earn a slot in the NCAA Final Four Tournament this weekend in Atlanta.
Toppling the competition is the dream of sports teams — and companies — alike. Success hinges on many factors: individual talent, equipment and work practices, to name a few.
Paramount, however, is teamwork — the harmonious blending of personalities, experience and expertise into a collective, indominable force locked in focus on a common, shared goal.
In college basketball, head coaches are the leaders who own that job. In the workplace, it’s the responsibility of managers.
What is the recipe for coaching success that has catapulted my alma mater, along with Michigan, Louisville and Witchita State, into trophy contention?
Being a huge sports fanatic, Linda was recently asked about her opinion on Yankees pitcher Mariano Rivera's retirement. Like professional athletes, it can be difficult for small business owners to walk away from the mound, so to speak, especially if they dedicated much of their lives to the business. So, how do you know when it is the right time to call it quits?
Enough with the debate over Yahoo!’s virtual work ban.
Quite frankly, any leader who sounds off about the need for more and BETTER communication and collaboration ranks top in my mind. Most leader agendas are void of either topic for regular review and discussion.
Yahoo! CEO Marissa Mayer took inventory of her company’s culture and work practices – and decided that change was needed. Big change. Guided by metrics and hard data, Mayer called for a new way of working.
What do the winners of last night’s Grammy Awards and managers in the workplace have in common? They have a steady beat that gets – and keeps – the attention of others. The best managers have a steady beat in their communication and connections with employees and customers.
Here are four practices that will contribute to chart-topping performance—but only if they are part of a manager’s regular rhythm on the job.
As you begin the new year and work towards finalizing and communicating your 2013 business goals, take a few minutes to read the articles below. Both feature helpful tips to keep you and your team on track.
Thank you for your time and interest!
For questions or comments, please email inquiries to Liz Smithers, firstname.lastname@example.org.
Is the uncertainty of the fiscal cliff shutting down communication at your business? It’s highly likely since question marks prevail on the topic.
Fiscal cliff banter dominates every media outlet 24/7. And it’s more than likely that your employees are hearing the banter and the speculation, and wondering, what does that mean for me and my company?
Questions and apprehensions can easily choke end-of-the-year productivity more than any holiday party.
After all, as Maslow noted in his Hierarchy of Needs it’s about me first, then about everything else.
So how can you keep your team focused and prevent the cliff from putting your team in a tailspin?