Tag Archives: Employers

Why Texas Is Where You Want to Work

texas

Photo courtesy of nbcnews.com.

When it comes to getting ahead in your career, it’s important to make a change – whether it’s moving to a slightly different field of work or transferring to a new city. Moving to another city to advance yourself professionally – especially if you plan on moving without lining up a job –can be intimidating and stressful. But if you find a job in a city that is thriving economically, you’ll be one step ahead of the game.

Right now the Dallas-Fort Worth metroplex and Austin are prime areas for motivated professionals to relocate because of state’s fiscal health. Texas is one of the fastest growing state in the nation. Every day, approximately 158 people are moving to Austin and about 198 people are moving to DFW. Thanks to the energy boom, growing tech scene, low cost of doing business and growth in population, the Lone Star State is the nation’s second largest state economy. Better yet, the best part about living in Austin, Dallas, Fort Worth and the surrounding cities is the cost of living is more affordable than other cosmopolitan cities in the United States.

We’re excited to be recruiting in the DFW area and Austin right now because there are plenty of job opportunities. Our employers in these cities and the surrounding areas are looking for qualified employees to fill a variety of financial positions. If you’re ready to make the jump to a new career working in banking, accounting or finance, take a look at our job postings and reach out to us today.

Erika Boswell

Erika Boswell is Vice President of Recruiting at Financial Professionals, a Dallas-based financial staffing agency. With a background in Marketing and Management, Erika uses her expertise to place prospective job candidates and seasoned talent where they belong in the financial industry.

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Are You a ‘Clone-able’ Employee? – Part 2: Integrity

Why Personal Integrity is Key

After serving in several senior Human Resources roles for over thirty years (both in Fortune 100 organizations as well as fledgling startups), I can state unequivocally that the most critical and valued employee attribute in most organizations is personal integrity. My rationale for this is simple: In the context of organizations where objectives are met and strategies are achieved only through the collective efforts and interactions of people, it is essential that those interactions be conducted with the highest standards of personal integrity.

Regardless of role, personal integrity is the trait that invites human beings to trust each other. Without a culture of trust, there is simply no way of achieving maximum organizational effectiveness because employees end up expending wasted time and energy on activities such as checking ‘what the others are doing’, being careful to over communicate information that should already be known to the key stakeholders, and generally behaving in a “cya” mode. As such, tasks take longer than necessary to complete, projects miss critical milestones and organizational effectiveness is the ultimate victim.

What does personal integrity look like? Well, it manifests itself in several ways. Personal integrity is clear in:

1) The employee who honestly reports hours worked to receive pay.

2) The employee who refuses to participate in office gossip or even worse, harassing behavior toward another employee.

3) The supervisor who doesn’t “play favorites” and manages employees fairly and consistently.

4) The manager who, rather than ignore the problem, addresses the inappropriate behavior of a top producing subordinate because of its detrimental effect on the entire team.

And finally, personal integrity is doing your job to the best of your ability and working to do it even better tomorrow.

In summary, it’s a combination of honesty, reliability, consistency, courage, and an appreciation for the contribution of others. Without it, the true potential for any organization is seriously jeopardized, or as I like to put it, the truly professional organizations “demand it” and the truly professional employees “reflect it”.

 

Al Sniadecki

Alan F. Sniadecki is principal and owner of Organizational Effectiveness Services, LLC in Carrollton, Texas. Al is veteran of the Financial Services industry having served over twenty years as the senior executive Human Resources Officer for several Texas based financial institutions prior to establishing his consulting firm. His practice focuses on improving organizational effectiveness in the areas of vision and mission development, strategy development and implementation, human capital management, ethics counsel and leadership coaching.

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Know Your Teller Applicant, and Know The Whole Person on the Teller Job

“We hire people for their skills, but the whole person shows up for work.”  This piece of overlooked wisdom is from Chester L. Barnard, an American businessman. We tend to focus on a teller applicant’s job skills and experience and overlook or downplay the fact that this is a person, a unique individual with her own personality and preferences for how work is done.

Good cash handling skills are a requirement for a teller, but a teller is also your bank’s point of contact with many of your customers.  And, while your customers expect their tellers to handle their money accurately and in a timely fashion, they also expect to be treated well as a person, not just handled with cool efficiency as a “customer.”

That means that to insure repeat business and new business in the form of referrals to the bank, customers must like the way they are treated.  And that means that tellers must show an interest in the customer as a person, actually get to know the customer and interact with the customer on a person-to-person level, not just on a teller-to-customer level.

Some tellers just naturally like people and enjoy forming friendships with customers.  Other tellers, not so much.  While the interview will give you a pretty good indication which teller applicants are not likely to be good at customer service, unfortunately it is not as good at indicating which applicants will be good at pleasing customers.

A better way to evaluate customer service skills is to use an objective pre-employment test to help you see which applicant has a natural preference for customer service, which ones can learn to give good customer service and which ones just don’t feel like it is up to them to make interactions with customers a positive experience.

Objective test data, when added to interview impressions, give you a more balanced picture of what you are likely to see on the job in the way of customer service skills.  Using this balanced approach, you have a better idea of what the person you interviewed will look like once the “whole person” settles into the teller job.

For a free copy of Dr. Helm’s booklet, “How to Use Pre-Employment Tests in Bias-Free Hiring and Promotion Decisions,” call Helm and Associates at 800-886-4356 or email at khelm@helmtest.com.

 

Kurt Helm

Dr. Kurt Helm is an industrial/organizational psychologist. His firm, Helm and Associates, Inc. has been developing, validating, and marketing pre-employment tests and professional development systems since 1981.

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