SkyWater Blog

Zero in on these Critical Areas for Fast, Effective Onboarding

You’ve probably seen the studies linking employee retention to new hire experience.  If you haven’t, you might start with this one by the SHRM Foundation.  In it, you’ll find a compelling argument for re-investing in your onboarding process.  Whether your new hire is fresh out of school or a seasoned veteran, they need to experience a guided, intentional introduction to your organization, their new team, and their role within it.  And if you thought that you could save a few dollars by just “buddying them up with Betty Lou over here because she really knows the ropes…” well… no, you can’t.

Today and this whole week seem like an especially great time to pause for a moment to celebrate our country and the countless individuals who serve and have served it with honor:  our veterans.  And what better way to truly show our appreciation for our American veterans than to hire them when they get back home?

Fall is a celebrated season in the great state of Minnesota. Leaves transform into vibrant orange, yellow, and red colors. Apple orchards, corn mazes, and hay rides reserve their dates in our weekend calendars. A once beautiful and fashionable population of beach goers prepare to spend the next three months wearing the customary plaid and flannel Minnesotan uniform. 

Many of us bring fun trinkets to the office to help us clear our heads or stay focused throughout the work day. Sometimes it's a stress ball, or a fidget spinner...

Everyone, no matter who they are, from the office rookie right up to the President of an organization, makes mistakes at work. When you are a manager or a leader of a team, however, those mistakes are magnified. As a leader, whatever the reason for your error, it is vital that you are accountable and own up to your error.

You have an interview lined up. You’ve rehearsed answers to typical questions and you’re fairly confident you’re prepared for whatever the hiring manager will fire your way. You may know what you should say, but are you certain about what you shouldn't?

Emerging from a job interview that went really well is a great feeling. You answered all the questions just as you wanted, put some relevant ones of your own forward and the hiring manager was hinting at a job offer. After a few days without a phone call or e-mail from the employer you naturally begin to get anxious. As a few more days pass by, doubts and frustration begin to creep in.

You've just had a great interview. You know that you are a perfect match for the role you've just interviewed for, but that doesn’t mean that you can afford to take your interview for granted. The follow-up remains one of the most important things you can do after an interview to increase your chances of securing a second meeting (or a job offer). Not sure exactly the best strategy for your interview follow-up? We're here to help. We've helped thousands of candidates like you secure their dream jobs, and we've also seen our fair share of classic mistakes in the job market. Here are five tips to help you when following up after your job interview.

Preparing for a great job interview is a job in itself. You’ve done your homework on the company, perfected your resume, answered every question will clarity and confidence. By the time it’s over, you may be tempted to breathe a sigh of relief and think that the ball is now in their court. Well, it’s not. Not quite. Your interviewers invested their time and energy to meet with you. You not only owe them a thank you; you have one more opportunity to remind them of your qualifications for the job.