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I ever got any online -- -- welcome to career accelerator it's the first time and saying hi -- this week.
Locker accelerated -- so let's talk about this new trend in recruiting is the idea of the video.
The web the interview and all the ramifications and the effects that this might have on the industry right what does that mean for the rise -- made the traditional resonate.
How much did -- parents count all sorts of ideas we're going to be looking into with our first guess Jessica Miller Merrill the author and human resources professional -- with blogging for jobs thanks for coming on your joining us from on Skype weary looking.
Spit -- -- in the shadow.
Okay and we shown here your book right now -- this which I wanna get into -- a little bit so I'm.
Reporting is at creating and conducting a job interview online these days.
It's so important and you know we're we're talking will be at every now -- -- professional having the racetrack.
It can really make a difference -- whether or not you get that is serving out to go further in the.
OK so what are some tips to to conducting the best.
Job interview on Skype or you know.
The best avenue beyoncé that we can't mention -- And number one is good but certainly I think that -- report also making sure you block that the front of the camera because it is a little bit.
Stranger I'm comfortable in your various computer screen and not say if -- without recruiter.
Also make sure you're quiet room my husband and my wife are my daughter stepped out of the room thank you did the -- -- To make sure that I am thinking not being struck by any I don't -- -- noise.
-- okay great thank you sir there's an act going here it's just just your teammates.
Anywhere actually on an interview and how much is -- is appearance imported on the on the web.
I think it's extremely important that the why can't they nominate here Linkedin profile lawyer resonate.
But that was that the -- understand who you are what you you know people are still concerned that it is good.
-- keep clear pattern.
I don't can be really distracting.
And you know you can never go along with a black keys and -- middle story is -- also part.
For TV right you wanna pop but you don't want to be distracting to the viewer in that keep the job interviewer.
I'm how importing is the rise in -- when there is a video interview accompanying it is the -- kind of like the foreground and sets everything up -- -- jurors may be a little bit different if you know you're gonna have a video interview.
How does that resonate -- -- us.
I had severe weather -- I feel like marketing document and I just really get your foot in the door they can talk about the merchandise with EU and and -- -- -- -- -- -- -- -- -- -- -- -- for the organization.
-- -- I independent industry how crazy are wilder and orthodoxy get -- your resonate.
Certainly in an industry like scary part of where they are injured -- injury for the job.
At the standard it is just as if Brad and I -- -- -- the diet aren't something relevant court beta.
You can kind of get a little crazy like that and that will get into right right.
Hum are certain industries more prone teasing it in the video interview more than others.
You know -- video engineer -- really easy to justify your return on investment company you know.
That is why the lower on travel -- either insert your hiring but -- -- traditionally have.
-- kind of hot.
Across the street I think -- -- -- -- recount.
-- -- I didn't really get over it without especially when you're in -- -- situation you have to -- seventy I think people are door.
You can go ahead and they think people -- -- even think that they put an end with a video Leonard yeah.
Right and let's say you're about to have the video interview with the company.
-- really not sure how best to set it up to most companies have someone his designated to walking through that process before the interview or are you in many cases is expected to know exactly.
Had to do it.
And a little bit different parent company that would gaining ground preparation a video game company that I have.
Talk about what went back then and I -- look at the camera but.
But unlocked -- that video and your daily life.
And I understand it I'm -- it really after the job figured a look at it and now.
Yes -- for some people like me that's pretty challenging -- There's Olazabal are trying to find somebody do that I've been there isn't clicking here from.
It fat and it's kind of true this -- -- you really can't.
Have the -- -- not very tech savvy excuse because it's it's the way of the world these days right.
You're around your book called tweak this it's it really talks about social media and it's play in recruitment can you talk about that a little thing.
So I would corner and -- -- being an annual and more and more over the everyday social media Twitter FaceBook belief is blocked.
To find job seekers so there's really two.
Job opening after a Twitter and FaceBook and the -- says.
Or are there -- -- -- -- and -- -- looking for you it may be hard to fill the position I want it I but he was there you know.
As I'm holding pattern that crew went an Internet researcher looking for handful of jobs figures that the -- OK Jessica thank you so much Jessica -- Merrill out -- and human resources professional blogging for jobs with the number four Asian web -- thank you so much for coming on.
In the end Alan and we're gonna have -- and we'll be back -- tennis.
Welcome back so our last guest is in California our next guest is -- Dallas.
Texas I'm telling you that because this is the new trend so many companies moving from California to Texas so we are too right now at least in this in this segment.
-- Siegelman thank you for coming on again the CEO of bell companies as a ninth.
Thinks it's going great good to be with you -- we're talking about -- employees had to get them out of the workplace to come -- that we -- -- entitled employee.
Well -- that a newer trend which is a good thing over the last few years that leaders are finding that there's a connection between culture and profit they're trying to build.
Better workplace environments but along the way as we start doing more things for our people we care about them we do fun things.
There's always that minority people that take advantage they feel entitled to something more I don't know if that's generational or not.
But it's something we have to step out of the work place.
Right so I -- you've been around such people.
Look there there in every company and they come in all shapes and sizes but I've absolutely seeing it in my company -- get.
Example is so I can pick the people here who are entitled him K give me some examples of some behaviors that you.
You you've noticed specifically with workers like that's.
So I'll tell you if you in my own company we had eight and Angel tree for Christmas time in.
Employees could post a card which had things that they wanted for their children.
And then someone comes in a woman after gifts were -- for children complaining that the bike that was bought her child wasn't the right color.
A few years ago if -- -- wouldn't gas prices were very high over five dollars and I made a decision to buy.
Fifty dollar gas cards for every one in the entire company.
And everyone was so gracious about that except the one person that walked into HR to get her gas card.
And talked about the fact that she had two cars and so wanted another card for her second car things like that where people are taking what you do for them.
And thinking that it's not quite enough.
Those are terrible stories and so sorry you -- to work with people like that.
-- say I don't know anybody like that here but maybe they'll dig a little bit further and find out -- content.
-- -- to win here in this sort of environment and really just disappointing.
That in a bad mood had.
Lead out these sorts of entitled employees.
Well the first thing you have to do is you got to find them and I got to say unfortunately there -- in every company.
And they can bring other people down as well so how do you find them in our case we have somebody full time who's dedicated.
Not only to building a great culture to bit to be the ear to the ground understand what's going on in in the environment what special -- she hears.
Her and her job title is queen of fun and laughter believe.
It but I'll tell -- -- is something that when she finds that in -- employee.
That smile turns to us Cowell and she is all about tough love and getting that person in line when they step out of line.
-- be great to put honoring his name -- -- deal I was the queen of fun and laughter and if he didn't do what.
We thought you should do I at a town I'm kidding that's it that's a great position.
-- -- That's really funny OK so.
You have selling your company that's -- eyes and ears on the ground seeing how people are interacting so they noticed something they don't like it had -- best approach that person.
First thing you do is you have a real conversation.
And it hit it needs to be as soon after the event this possible C bring him in a room you -- look.
We do so much for you.
We have a group of people that really appreciate what we do -- you're standing out as someone that doesn't seem to appreciate.
The kind of environment you've taken it too far.
And you've got to realize that there's a limit and you -- get back in line.
So it's tough love -- right away after that event have.
Call it seems to me like this sort of purse and would keep you push back they would even take your criticism and say OK got it I'll change my behavior.
They're that loud individual is gonna speak up for themselves obviously -- -- example -- To get any stories about how this type of person typically reacts to being told that their behavior is enough.
Company -- -- We -- right that does happen sometimes but the fact is that it is the leaders first responsibility.
To have that conversation.
Just as I say it's the employee's responsibility.
To be there part of a good culture and and at some point.
It's not going to work and if that.
He event or that thing that they did repeats itself then you have to take stronger action up into including.
Termination so for example we had a gentleman that.
On our holiday party what we spend thousands of dollars every year we have casino night.
And we give out raffle tickets for the winner and they can win X boxes and ipads.
He decides to go to Wal-Mart and get raffle tickets the same color that we're gonna give out gives and all his buddies so that they win all these great prizes.
Well we didn't even have that conversation he is gone.
Right so at some point when you find that in -- employee and they become habitual or did they do something that truly crosses the line in terms of integrity he got to let him go.
-- can we talk about new book coming out and -- -- Yes -- titlist patience comes second leading change by changing the way you lead what settled out.
Well that's actually a business -- in -- leadership book for health care industry.
And you think about health care hospitals.
People come with a heart for service the nurses the doctors there treat us.
But you wouldn't believe that those are some of the most toxic work environments where people that work in those environments don't feel valued.
So in this day and age were you hear about.
Patient centered care and you hear about -- accountable care -- in Health Care Reform.
The great news is that we're now focused on a better patient experience but bad news is that we have to start internally.
And in these organizations like any other business.
Build a culture where people feel valued as of the book is about how to create a Greek culture in healthcare business.
Yeah I think that the people.
Giving the -- don't feel value is because it's a high stress environment to believe for the patient their families and I was there nervous they don't realize that -- coming across.
As crude or -- disrespectful or is it something bigger than that.
Well that's part of it the fact is when somebody comes into a hospital nobody wants to be your customer quite patients coming in west doesn't want to be there to begin -- But the fact is in health care if you think about it you have doctors that were trained in this silo.
And then felt like if there were at the top of the hill you have nurses trained administrators and all of -- -- in their respective professions but not trained to work together not trained to be collaborative.
Not trained and understand what it's like to be part of a team.
So that's what's missing in the health care industry.
But we're starting to see that change and that's a good thing.
And logistical back to the entitled employees per second.
Big many 323 tests -- to the show every day he says it sounds like those entitled employees think the job needs them more.
Then they need the job and that's kind of just hard to conceive considering that.
A lot of folks don't have jobs these days in the job market is still pretty tight.
That's right well some people especially in the younger generations.
Coming out of school -- -- feel like they're entitled to something more.
And that people just tend to push those limits and a bit in some cases they're just.
Self unaware and they don't know what they're doing and they need to be trained and they need to be counseled and coach so.
I think it's -- to give people the benefit of the doubt.
But if you if it becomes that person that does it again and again -- in my case that has a strong personality.
Or is gonna be a negative influence -- on the try -- type of culture you're building.
-- got to move on.
To someone else right.
Thanks Paul so much we're gonna put your website on the screen barrel health dot com as well as -- Siegelman dot com that was great thank you so much for joining us.
How to they -- -- pleasure and I just want to add -- and I -- this is down.
A personal note to some younger employees part of that I have to have it now instantaneous gratification.
Culture you know -- -- you get that job -- do you think the job is below you in many instances it probably is because it's so hard to get that first job.
Because remember that -- people -- -- working with.
Have done a lot to build their careers he can't -- in ending you know everything's got a lot to learn.
It's amazing how many people don't realize that are -- -- to look break now -- be back with doctor -- talking about college degrees and how to get one with the most value.
-- -- say a big topic and there's a new trend right now that's called the ten KDA.
Some people say.
At the -- 101000 dollars that can't be it good bachelor's degree but we -- discuss that we'll be right back.
Welcome to -- -- -- instead actor woody in the house.
They weren't that unconscious.
Well you kind of have an S three degrees an with the freedom to petition so I guess that -- leaning fight -- -- yeah putting any yet.
That thing that's frustrating me there's been a lot of talk out there about is college worth it anymore is it getting too expensive and I think.
You know certainly there's some reasonable numbers -- look at overall college kids now how about a trillion dollars in debt can look across the US.
The average college kid is graduating with around 27000.
Dollars in debt load from school and take five years to graduate.
That might be part of the problem at -- -- it is the average average driver users share.
I get a super senior -- you know also throughout the Great Recession.
For tuition for public institutions -- state schools did go up 18% whereas.
Median family income went down 7% so this is throughout the great recent -- throughout the recession -- and then we saw in 2010 to 2011 I think probably -- was some fear loses.
We did see a slight decline.
In college enrollment but very slate.
But the first time in fifteen years we've seen that itself.
Think some of his numbers are driving people to question is it worth the money in my -- get a job when I get out of sounds like I'm not gonna get that job.
So I think that's driving some concerns now whether they're realistic or not and he -- a different story.
Well there's a lot of factors to consider an eight via school that you go to does make a difference it really does.
The -- to say get your major -- -- an actor's name to determining whether colleges weren't that because you don't wanna see high school juniors and seniors say.
Well bonded to listen to the news I'm good at this -- -- correlate -- you don't want that mentality to come out of that.
What not all majors are created equal so let's keep that in mind there are very bit bit.
Large fluctuations I would say between unemployment depending on made herself majors in the health care field.
Is uses it agriculture there unemployment fairly low at majors in the arts.
Humanities architecture I hate to say from my artistic friends -- there but those are typically your higher unemployment majors.
-- -- get NB if you love those feel right natural play -- -- that I think you should to have that in the back your mind but don't think you consider is that is the fact that.
Here's some numbers so when you look at.
Unemployment throughout the period of the recession right.
Those you -- -- high school diploma or less had double the unemployment.
Of those with a bachelor's degree.
That's important to keep that in mind so you're talking and this is for it through it through the recession -- -- recession -- unemployment rate for those with a bachelor's degree.
Four and a half percent.
More ending double.
For those who did.
So it's important to keep that -- -- and also remember most of the jobs that were lost throughout the recession.
Tended to -- it is jobs it required a high school diploma and a less.
On top of that research from Georgetown University shows that throughout your lifetime.
That is you get a bachelor's degree will earn 84% more.
The news to stop at a high school diploma -- -- -- right it's -- here's the thing to keep in mind is it.
It looks like -- -- just based on this -- that a college degree or at least some post secondary education.
To some extent and not really sure at least protect you from.
A rough economy or from bad times so when you look at that 27000 dollars and that when you come out.
And then some added that other types of debt that they make humanly non school related.
I think it's hard to say that it's not worth it when you look at the earning potential it also comes down to basic common sense where ballclub Fareed job.
You have the degree I don't Wear black -- you Bennett and he -- It's an edgy even when it -- that would just when it comes the screening process you're likely to get screened out.
I think that's one of the challenges the other thing is.
It any talk about it depends on the school there are so many opportunities out there for less expensive ways of getting and -- agreements.
I think the first one is right now -- About 62%.
Or so of all US colleges and universities now offer 100%.
Online programs for four year degrees so that means you don't have to quit your job.
You don't have to move.
You don't have the expense of living on campus -- -- the campus life which now seems to be kind of like a luxury option for a lot of these schools.
Which is probably added expense driving tuition.
City take those out of the equation -- can actually be reasonable.
You know financial commitment and -- the top online university right now is pace here in New York.
I understand online degrees why they're necessary sure everyone has taken some aspect of the powers I don't mind okay.
But many people would say.
And this is part of the criticism for that four year degree that you can get for 101000 dollars if your state is offering it very few states are right now it is a growing trend right criticism for that is that a lot of the course work.
To -- to lower price tag is on moms come and devalues the point of having an esteemed professor interaction in groups with classmate.
Well they do things one you can still have that esteemed professor at -- -- an online course -- thing to discuss its online you're not getting the same breath passers.
Take a look at the US news and world report rankings -- part of their credential are the criteria they use to rank school online education is.
-- credentials but aside from that I agree with you when it comes to interaction.
I'm a big proponent of an action isn't what I do for a living I work -- people to get them working together and communicating matter.
A lot of times when the struggles I have a working with a virtual teams who don't have that familiarity and they need to have that learning CSI agree.
But at the same time it is an option than we have to consider for some people.
Who may not reasonably be able to go to that four year institution especially for adults who have children are -- who are trying to go back to school.
-- concerning -- is a lot of real live human being present series and Cadillac classes at decent schools.
Lot is professors come from other -- Typically agent -- his -- obviously the US has a problem graduating these fields these positions.
-- their accents are problematic.
For -- statements.
So parents are paying on average 33000 dollars a year for privacy settings -- the kid to a private school with a professor who might be pumped five.
They can't understand and you have the tutors and you have the online supplements.
And it's that.
I -- a lot.
Yeah and there's a lot of recent particularly when it's on line -- you lose the element of body language in the movies -- supplement them because they're in a real class only and I just like -- doesn't say and that's part of the problem and I don't know how widespread -- -- as the main problem but it's a challenge here and there I mean I face that even in graduate school you find ways around it.
And to switch again -- not -- well.
It's a there's a growing need him without him -- -- doctor -- -- for coming on what's -- haven't seen it well that's headed back.
Actuate dot com is your website and of course it forgot to -- -- If you go on to our FaceBook and our Twitter pages.
At Fox News lies and fox news live dot com for FaceBook.
That's where you cannot reach out to us and also of course -- to tune in at 852 night for our -- union coverage.
It starts at nine our coverage begins -- before that -- parents out there a -- you so much.
And now we'll see back here for small business -- and -- in an NEC.
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