Pre-Halloween Business English Lessons for Communicative Convenience

Are you one among the adult professionals who like to become 'engaging' when you converse with other people, colleagues and new acquaintance? 

The only way to become one of the BEST is by learning the techniques of demonstrable 'engaging communications skills'. There are many available lessons such as Advanced Business English for Effective Communication, Leadership Skills for Business, ESL for Adults, Conversational English for Work and Personal Use. These are just few of the representative of lessons - you can get a customized lessons that will immediately resolve your difficulties.

Ideas N Conversations (http://www.ideasnconversations.com) offers various Pre-Halloween English lessons with Promotional Code: Fall-012  that will make you more engaging for your business and personal communication. Experienced in tutoring or coaching individuals who came from non-english speaking countries like Japan, India, Singapore, S. Korea, China, Malaysia, France, Germany, the Philippines, South American countries, United States, etc .

What do you get from Ideas N Conversations?

1. You will learn customized lessons that will increase your communication proficiency, you don't get these lessons from traditional class types or centers

2. The lessons solve your difficulties and very important to your current endeavors

3. We turn your weaknesses to become strength because you will gain high level of proficiency in communicating your ideas with others

4. Techniques in coaching you are progressively changing to sustain your improvement and will continue to gain higher level of proficiency

5. Learn how to use the language forms in Business English as well as Conversational English, which reflect correctness in both speaking and writing. Having all these, you will get better opportunities that will advance your career, and be able to communicate better with anyone among customers and colleagues

Our Coaches, work with individuals who are employed in any profession, expat spouses who need to learn English for their day-to-day activities, those who are in college or graduate school and others who are US born individuals who like to improve their English communication skills and proficiency for better career advancement.

For more information and to arrange a Free Assessment of your current weakness, please call +1 (650) 241-3207 

Candidates: Must Seek Hidden Culture when Interviewing with Potential Employers

Have you been interviewing with various representatives of a potential employer? It is a silly question, right?  But here is what I can share with you to improve your chances.

Oftentimes, candidates participate passively in these screening processes; engage themselves by answering questions through the stages of interviews with the hope of getting hired. During each stage, it was the employer’s representative who was driving that scene; asking tactical questions about you as a candidate, exploring your social media behavior and practices. They spend only few minutes about what they are offering you and how can you help them.

At the very end of the time, one will ask “Do you have any question(s) for us?” Depending on your mood, or how you felt from the previous 20 minutes or so, you will take time to inquire. Sometimes, you have forgotten about turning the table on your favor, because you were overwhelmed with the presence of the so called ‘interviewing team’ who will be working with you, should you be hired.

As candidate for a specific position, you know your abilities. Be confident that you bring your technical skills and professional competencies to the employer’s business. When given that chance, you will take advantage of the situation by asking or probing subtle questions that will disclose the hidden culture of the organization. Knowing what is outside the interviewing room is the most crucial piece of information for making your personal or professional decision to join the organization. You have the right to inquire in equal footing to their right of screening you.

Learning about your prospect is very important:

Take your time to inquire and understand about them in addition to your prior research of their background before interviewing. Facts speak loud to you. Watch for the demonstrated interviewing etiquette, when they say "we only have few minutes left" - that says a lot about them, this is a red flag.

The following is a set of magic probing inquiries that will set you apart from other candidates while seeking important pieces of information. You can either ask these questions during phone or face-to-face interviews.

1. Can you illustrate your expectations of me in the first sixty days of employment?
2. Can you describe to me the types of workforce that work in your organization?
3. Can you share me your insights about the organization’s prospects in the next five years?
4. How do you see my competencies to complement your current team members?
5. When will you plan to close this position, and how many people have you been interviewing? 

With these five inquisitive questions you will be able to elicit a better perspective and landscape of this prospective employer. When doing this, however, you need to be very smart by listening actively on what they say. There are times, that one or two among the representatives will spill the beans, and some are very cautious on what they say. Watch for symptoms of being cautious – then start further investigations after leaving the premises.

Candidates can to turn the table for their advantage:
For anyone who is looking for a job, and would like to screen out those organizations that do not demonstrate good recruitment and hiring practices.  Our research illustrated the following as common bad practices; Requested an updated resume but never got any follow up from the Requester. Do not send any acknowledgement, nor communicate back with candidates. Do not send a feedback of the status of the application. They send a reply to candidates after 3 months from date of application. Conducted an interview either by phone or in person, but did not send any updates beyond ten days. All of these bad practices within the recruitment and staffing are giving a bad name to the industry where real professionals do their work at best. 

What will candidate do? Create a spreadsheet of all organizations that you have applied. Create a column that says "With Bad Practice". Any organization that you will encounter with those practice, tab them in your spreadsheet. And do not apply to them.

Consider only those with good business practices:
Only apply to organization that will demonstrate Good Business Practice that are reflective during their recruitment and hiring process.  These good practices are opposite activities of the bad practices identified above.  There are also pro-active behaviors of organization's representative such as following up with their candidates and providing them updates regularly until the time the position is closed.

As always, we like to hear from your experiences. You can either fill the space below or send us an email at: info@jntconsulting.com

Relative Links of References:

1. Questionable Hiring Practices 

2. Opportunities and Potentials - Facing its Challenges

3. Hiring the Right Person is the Key

4. Do you exploit or love poor productivity?

5. Competencies and Proficiency Make You Successful

6.  Interviewing Biases 

7.  Etiquette's of Interviewing Panel

USCIS - Relief for Japan, Other Nationals from the Pacific Stranded due to Earthquake & Tsunami

Today, March 11, 2011, the USCIS (US Citizenship and Immigration Services) released an Advisory intended for the Japanese and other Nationals from the Pacific Region whose travels were affected by the Earthquake and Tsunami in Japan last March 10th 2011. (Link Source: guardian.co.uk)

clip by Youtube

clip by youtube

The Advisory details is seen below:

Subject: Relief for Japan and Other Nationals from the Pacific Stranded due to the Earthquakes and Tsunami

This advisory is for Japanese and other foreign nationals from the Pacific stranded in the United States due to the earthquakes and tsunami devastation in the Pacific.  If you have exceeded or are about to exceed your authorized stay in the U.S. you may be permitted up to an additional 30 days to depart.
Visitors traveling under the Visa Waiver Program (VWP):

• If you are at an airport, contact the U.S. Customs and Border Protection office at the airport. 
• All others, please visit the local U.S. Citizenship and Immigration Services office.

 Visitors traveling under a nonimmigrant visa:

• Visit the local U.S. Citizenship and Immigration Services office.  
• Bring your passport, evidence that you are stranded (such as an itinerary for the cancelled flight), and your I-94 departure record.

For additional immigration relief options, please visit the Special Situation page.

How can you help the Japanese victims of the Earthquake and Tsunami?

The American Red Cross has mobilized its efforts in helping Japanese who were affected with the Earthquake and Tsunami.  Ninety one per cent of your donation will go directly to the victims. You have the choice in selecting your favorite charity but choose the ones who will give the most of your  donations.

Perspectives:
1. It would be necessary to contact the nearest USCIS Field Office and discuss your situation. In that way, you can benefit with this Advisory. There is no better way than taking necessary steps in complying with regulations.

JNT Consulting wishes the best to everyone who were affected to this Catastrophe.
"The impact of this Tsunami which begun in Japan is devastating and 'Our Thoughts' to those who perished, and the people who were and will be affected by its expanding impact by the coastal areas of other countries."




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Reference Source Credit:

http://www.redcross.org/

Insights that will facilitate Effectiveness

Case # 1 - How effective your training design that will reflect maximized learnings from school and 'real life'?

In order to successfully design a successful training per se .. I would say begin with having a clear landscape on the following;
1. who are the recipients of the course?
2. what materials are available within the reach of your organization and your recipients?
3. what are the ultimate results of the course?
4. what are your recipients' competencies?
5. what are the needs that you are addressing with the course?
6. what are the techniques and venues that you have at your disposal to maximize learning?
7. how would it be implemented based on your learning objectives?
8. how are the learnings be leveraged by trainees at their real world and why?
9. what is the ROI of your course?
10. what are the metrics in validating progress, results and adjustments?

Defining each of the ten items may be challenging if your professional competencies are inadequate. There is always a room for self learning and discovery. Can request the help of more experienced professionals for guidance.

When you have all these data, there is no reason of inability to demonstrate a strategic and realistic training curriculum and design. And all your attendees will be happy and can say, they learned significantly from the sessions.

Case # 2 - I found  a candidate from other locations, My team likes to hire the candidate but don't have the right ideas, concepts and strategies in executing it successfully!

Acknowledging facts that you don't have the actual policy or program or competencies in executing your needs is a virtue for your self and organization. Seeking the guidance of a professional expert and experienced consultant is your best approach.

Relocating someone is not a matter of carrying or moving a luggage and driving a car from one point to another point.  There are many other factors to be considered that will set the right emotional stability and psychological readiness of the new hire to become productive.

A package of offer that include relocation is necessary. Seek guidance in putting together the essential pieces of a competitive offer in order to win the interest of a top talent.  Consider this approach as the "first immersion and experiential learning of the candidate about the passion of your organization in presenting care and support to a new corporate citizen".  The perception that this approach will provide during the negotiation stage with a top talent will be a milestone for your organization.

However, do not misjudge that having the right package is already a great achievement when accepted.  You are only starting.  How you support the offered package to a smooth experience is another challenge.  Because you don't have the competencies of executing such. It would be essential to partner with your consultant and collaboratively pursue a smooth experience at every piece of the package up to the point of the  week one at work. When your new hire tells his new friends, family and acquaintances that he was really impressed with the experience that he/she had during the relocation process and all parts went smoothly.  At that point you are in heading to a great ROI. That experience is now a marketing campaign for your organization. The new hire is your new ambassador who will tell 'how great you are'.


Perspectives:


The Rule of Thumb, call an experienced professionals who will assist you from the development up to implementation and management of your business needs or have your answers get validated. Having an experienced partner that will guide you to the right direction will be a better investment than working with a green horn where later on you need to redo some inputs if not all.

Our experienced Team of professionals will be happy to listen and understand how we can help you.

We invite you to join Us at the following locations:

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JNTC: External HR Business Partner - Your Organizational Solution

The External HR (Human Resources) Business Partner -  is a solution that will execute your role in the Human Resources and compliance to regulations while you will focus your efforts in other business matters. Smaller organizations can take advantage with this solution.

Scope of External HR Business Partner:

 HR Strategy, organization & assessment of resources

 Guide for Compliance to rules & regulations (State & Federal)

 Pre-Hire Compensation Analysis, benchmark & Offer package

 Hiring & On-boarding Strategies (Strategic Staffing & Management)

 Employee Communications & Relationships

 Performance Review & Management

 Managing Diverse Workforce & Inclusion, EEO Reporting, etc.

 Effective People Development & Training 

 Policies, Programs & Curricula Development

 Contingent Workforce: Temporary Staffing, Contractors , Vendors Management

 Other Specific needs

Perspectives:

Whether you are a small business owner or a medium or big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

Utilizing current practices, employing strategic mindset with actions 'not written visions' within the organization through External HR Business Partner at JNT Consulting will increase effectiveness and efficiency. The Teams of different Business Units and Line Managers will grow and advance through the development of their competencies while on the job. Creating an environment that is engaging, allowing talents and inquisitive resources within the organization will demonstrate an inclusive growth through partnership.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com .

Contact us at any time to discuss your current challenges. We will be happy to listen and understand how we can help you.  You don't need to  hire someone + providing benefits in your Payroll instead you can hire the expertise of External HR Business Partner at JNT Global Resources.

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