viernes, 18 de agosto de 2017

Desde SEiEM queremos trasladar nuestro más sentido pésame a las familias de las víctimas, y nuestra más enérgica repulsa a este odioso acto ocurrido en Barcelona.

viernes, 21 de julio de 2017

SEiEM us desitja bones vacances

5 Things a Hiring Manager's Probably Thinking During Your Interview (and What to Do About It)

Hiring Manager Thinks of Your Interview

Whether you’ve interviewed over one million times or can count on one hand how many times you’ve been face-to-face with a hiring manager , the process is always stressful. Not only are you trying your hardest to present the very best version of yourself, you’re also attempting to read your audience and gather as much information as you can about the role, the company culture, and the organization itself. No pressure.
Ask any manager what it’s like to make a hiring decision and she’ll most likely tell you that it’s no easy task for her, either. Making the right choice can be difficult–especially when she’s choosing from a group of well-qualified applicants. So how can you tip the scales in your favor? In addition to coming to each and every interview well-prepared, try putting yourself in the shoes of the person sitting across from.
Last time I checked, no one has yet figured out how to read minds, but we can get pretty close by addressing the five common thoughts almost every hiring manager probably has during your interview.

1. Can I Manage This Person?

A supervisor isn’t going to hire someone that he doesn’t believe he can work with.Managers come in all shapes and sizes–some are hands-off and expect their employees to do what they need to do with little or no supervision. Others like to receive daily updates, religiously review timecards, and schedule regular check-in meetings with their staff. If you like to get regular feedback and crave facetime with your supervisor, a laid-back person may not be the best fit for you. Conversely, if you’re an independent operator who relishes autonomy, a hands-on supervisor probably isn’t a great match for your work style.
So when your potential future boss begins thinking about your match as manager and employee during your interview, what can you do? To start, you can show that you are a great listener by making eye contact, taking notes, asking questions, and giving thoughtful answers. Mention that you pride yourself on taking accountability for your workplace contributions, appreciate constructive feedback, and are excited about continuing to grow your skill set. Demonstrating a willingness to own your work, listen, and learn will definitely score a few points in your favor.
At some point during the meeting, you should also get an opportunity to pose a few questions. Try asking your potential supervisor how she would describe her management style. If her answer is in line with your preferences, say, “That sounds great! I find that I work really well with managers who are hands on and provide lots of detailed feedback,” or “That is very much in line with my work style. Having a certain degree of autonomy to get my work done helps me to maximize my productivity.”
If you discover that your future boss’ leadership style isn’t one that works for you, it may be time to evaluate whether or not this is the job for you. 

2. Does This Person Truly Understand This Role?

Interviewers want to be sure that you not only know what you’d be getting yourself into, but that you’ve done your homework. Be sure that you’ve thoroughly reviewedthe job description before your interview, and make an effort to relate your existing experience back to the responsibilities you would have in the role you’re being considered for.
Most hiring managers typically start off with a couple of simple questions like, “Can you tell me about yourself?” and “Why are you interested in this position?” These are perfect opportunities to demonstrate your understanding of the role. Say something that indicates you get what the job entails and why your background is a solid match, “I have four years of production management experience and specialize in vendor relations. I know vendor management would be an important component of this role, which is why I am particularly excited about this opportunity,” or “I am passionate about social media and am specifically targeting opportunities that will allow me to grow my expertise in this area. I know one of my primary responsibilities in this role would be writing and scheduling tweets for the company’s Twitter account, and I have some great ideas for how I can help you to grow your followers.”
Another great way to show that you understand what you’re interviewing for is to ask questions about the role once you’ve demonstrated that you’ve done more than just read the job description. Saying, “What kind of traffic goals do you have for Twitter, and what resources do you think will help you reach that goal?”
Whenever you can go beyond the job listing to show an impressive grasp of the role’s responsibilities, you should do so. It’s a waste of both your and the recruiter’s time to only rehash what’s involved in the position. 

3. Is This Person Actually Excited About Working Here?

Similar to having an in-depth understanding of the potential opportunity, it’s important to show that you are genuinely excited about the organization as a whole. Of course, not every interview is going to be with your dream company, but try your best to find something that is interesting to you.
Was the company recently named one of the best places to work in your area? Is the department you’d be working in creating innovative new products? Was the CEO recently mentioned in a well-respected publication? Spend some time researching and reading any recent, relevant articles that you can reference during the interview.
Along with wondering if you’re truly excited about the opportunity, an interviewer will want to gauge whether you’re a good fit. During the meeting, take the opportunity to ask about the team, their work style, and the company culture. Not only will this show that you are genuinely engrossed in learning about the organization as a whole and not just focused on the position you’re applying for, but it will demonstrate that you, too, care about being the right person for the job.

jueves, 20 de julio de 2017

Técnica Pomodoro: pros y contras de usarla en el trabajo

tcnica_pomodoro-1.pngLa técnica Pomodoro sirve para administrar el tiempo. Esta técnica propone crear tiempos de trabajo de 30 minutos en los que trabajas sobre una tarea 25 y descansas los cinco restantes, todo regulado por un reloj que avisa cuando se ha consumido el intervalo.

Así funciona la técnica Pomodoro

Francesco Cirillo baso su teoría en que un tomate  -pomodoro en italiano- es más fácil de comer que cuando lo cortas en pedazos que si lo tomas entero. El italiano defendía que realizar las tareas en intervalos de treinta minutos -25 de trabajo y 5 de descanso- permiten mantener la agilidad y cumplir metas. Este método se completa con una parada de 15 minutos cada cuatro pomodoros. La finalidad de la misma es que optimices tu productividad concentrándote sobre una tarea determinada.

Desde que en los años ochenta que Cirillo estableció la técnica han sido muchos los adeptos ya fraccionar su tiempo de trabajo, pero también cuenta con detractores a la forma de trabajar que la disciplina determina. 

Cuándo es positivo usar la técnica Pomodoro

La gestión del tiempo tiene como base la organización de las tareas para optimizar el rendimiento sobre estas. La subdivisión de los trabajos es una de las pautas a seguir para ser más productivos. En este aspecto el método Pomodoro se tilda como una buena herramienta.
Organizar tareas de trabajo te pueden ayudar a mantenerte más activo durante el tiempo que le dedicas. Sí esta subdivisión de tiempo que te propone Cirillo no se adapta al tiempo que necesitas gestiónalo según tus beneficios. En las pausas del trabajo puedes tomarte los cinco minutos para tomar un café o hablar sobre algún tema con los compañeros, después de esto vuelve a invertir 25 minutos a la tarea. La flexibilidad ante esta técnica puede ser una gran aliada para ponerla en marcha en tu oficina y conseguir un mayor rendimiento en tus trabajos.

Cuándo no es recomendable utilizar la técnica Pomodoro

Como toda técnica de trabajo no se adapta a todos y también tiene aspectos negativos. Antes de comenzar es necesario saber el tiempo que vamos a dedicar a el trabajo a realizar, si es muy poco o va a requerir un periodo demasiado amplio esta técnica puede no ser la más recomendable.
Los detractores del método Pomodoro opinan que la rigidez de cumplir tiempos no es positivos, ya que puede provocar costes en tiempo de reinicio de la actividad después de los descanso. También, lo consideran un motivo de procastinación, pues la inflexibilidad de las tareas puede hacer que una vez realices la pausa pases a otro paso sin haber finalizado el anterior. En este sentido, la aplicación personal del método es la solución.
Por último, el ambiente de trabajo es otro aspecto a tener en cuenta. Los que no apuestan por la técnica determinan que aunque puede ser positiva si se trabaja solo no es fácil aplicarla en una oficina. Es posible que durante los 25 minutos algún compañero acuda a realizar alguna consulta o recibas alguna llamada.
En suma, la técnica pomodoro es un método más para la gestión del tiempo y de proyectos. Atendiendo a las particularidades de las empresas en las que trabajamos puede ser apropiado usar esta técnica en proyectos en particular o a nivel general.

miércoles, 19 de julio de 2017

12 Secrets to Keeping Employees Happy Without a Raise

When budgets are tight, it can be hard to justify raises as rewards for high-performing employees. But if someone loves their work, takes pride in doing it well and feels valued, there are many other ways besides a bigger paycheck to show your appreciation for a job well done. Studies have shown that employees with high job satisfaction are generally more productive, engaged and loyal to their companies. Hiring managers, HR experts and business leaders weighed in on the best ways to keep employees satisfied when salary isn't the driving factor.

1. Be transparent "Feedback and the ability to understand employee concerns is important, but it's what you do after that's critical to retention. You should always be transparent by sharing what you've learned and a course of action for addressing the issue. For example, after a recent company-wide engagement survey, we chose to share our results with all employees. We not only communicated our top areas of success but also our areas for improvement and how we planned to address them moving forward. Transparent communication and a simple acknowledgement that we heard you can go a long way."  - Laura Grieco, HR and administration director at Parkmobile

2. Offer more vacation time "Reward your highest performers with incremental vacation days. These employees are your superstars so you can be confident they will get their work done as well as enjoy a few extra days of well-deserved time off with family and friends." – Stacia Pache, founder and CEO of itBandz [See Related Story: Want to Boost Employee Productivity? Offer an Incentive]

3. Make work-life balance a priority "To engage the workforce and remain competitive, it's no longer sufficient to focus solely on benefits. Top employers create an environment where employees feel connected to the organization and have a positive work experience that's part of a rich, fulfilling life. – David Ballard, assistant executive director for organizational excellence at the American Psychological Association

4. Encourage communication in common areas "Businesses should take steps to create spaces where employees can easily communicate and share ideas. Casual conversations in the break room can become collaborative conversations. Make it inviting and effective, with nice furniture, tables, and snacks and beverages, if possible." – Tom Heisroth, senior vice president at Staples Advantage

5. Create a career pathway "[Our research] found that providing developmental support, such as training opportunities and career mentoring, to employees who do not believe there are attractive career opportunities for them within the company led to such employees leaving the organization. It's critical for businesses to have regular career planning discussions with their employees. As part of training and development, make sure employees are aware of the different types of career paths or job opportunities throughout the company." – Maria Kraimer, business professor at the University of Iowa

6. Build employees up "If you're looking to keep an employee by giving him/her a raise, it's already too late. Find people who share the operational values of your organization from the outset, test for fit early, and allow growth opportunities to express that value. We're fanatics about initiative and constructive impact. Our team members are consistently rewarded with higher value projects following a constructive initiative." – Zachary Watson, CEO at HoneyCo

7. Promote a positive work environment "Happy employees make for a happy company. Within the office, we'll publicly acknowledge accomplishments, provide a group lunch, reserve a prime parking space, or change a title. We'll also help employees to grow and develop, whether by taking on new desired responsibilities or challenges, taking courses to learn new skills, or furthering knowledge of the company by traveling on company business trips." – Jakki Liberman, president of Bumkins

8. Set the example "One can't underestimate the importance of walking into the office as the boss with a smile on my face and making sure I give the same feeling of importance to everyone." – Jon Sumroy, CEO and inventor of mifold

9. Recognize and reward employees "Achievement and recognition are high motivators for employees. If they take risks, reward them. Give them a coupon to go out for dinner, an extra day off, tickets to a show, etc. The small stuff adds up." – Charley Polachi, managing partner at Polachi Access Executive Search

10. Always say 'thank you' "In my experience, employees rarely become unhappy or leave solely over money. When they do become disenchanted it is usually because they don't like their boss, aren't engaged or feel like they have stopped learning. Having a positive culture and workplace environment helps a lot, as it encourages teamwork and communication which increases engagement and opportunities for teammates to learn from each other. We also do periodic "shout outs" to people at all levels of the organization for great work or superior effort. These kudos cost nothing but provide important public recognition for a job well done, effectively compensating people in the form of social currency which is highly valued." – Gary Beasley, co-founder and CEO of Roofstock

11. Offer benefits beyond the basics "There are many ways to supplement salary by assisting employees in other areas of their lives. You can offer an extra level of life insurance or disability insurance for employees to protect their incomes. Other ancillary benefits, such as dental, optical [and] wellness, are all well received by employees. And gym memberships and transit benefits are great perks to keep employees happy and healthy. It is important to [provide] higher benefits so your employees know that you truly care about them and their families." – Bobby Hotaling, president and CEO of The Hotaling Group

12. Make employees part of the big picture "The best benefit you can provide to your employees is the opportunity to make a difference through their work and help guide the course of the company. Benefits such as clear and frequent communication on company happenings, individual and department direction, and big-picture company direction make all the difference in employee happiness." – Anthony Smith, CEO and founder of Insightly