IS HE/SHE JUST A TALKER? 5 TELLTALE SIGNS

In an average 10 minutes conversation with a stranger, Psychologist and lying specialist Robert Feldman reckons that we will lie 3 times, and if you actually think about it interviewees would actually be crazy not to embellish and exaggerate their strengths during an interview while underplaying their weakness. It is expected in a competitive job market, and when there is a skill shortage across many professional industries, it is often difficult to select interviewees from large numbers of applicants, and it can be difficult to really get to know someone during the short period of an interview, but consider the following telltale signs that would enable you know if a candidate is just a talker;

Body language: Of course, interview nerves may make the most honest candidate appear awkward at first, but this should quickly settle as he or she becomes more comfortable in your presence. There are many signs that an individual is not telling the truth, and many of these are physical. Staying very still, and breathing heavily can indicate dishonesty, as can sudden head movements or foot shuffling. 

Difficulty speaking: When someone is lying, they become stressed and this dries the mouth. Speech becomes more difficult, and you may also notice lip biting or pursing, or covering the mouth with the hands, in an attempt to close off communication about a difficult subject, any substantial changes in tone, from suddenly dropping an octave to slowing or speeding up speech dramatically, implies that the candidate’s answer isn’t coming naturally to them, it may also imply that they have not been entirely honest about some or all details.

Unusual Presentation: If you are interviewing for a candidate for a management role, and the person in front of you is nervous, jittery, dressed in too casual a manner or unsure of the terminology appropriate for this type of role, this could be a warning sign that things are not quite what they seem. Does the person you are interviewing have the level of confidence that you would expect for the position they are being interviewed for? This is a very important question to keep at the back of your mind while conducting an interview.

Difficulty recalling details: When an interviewee is discussing previous projects and offering examples of his or her experience, you can often gauge the truthfulness of the information by asking for details. Ask how many people were involved in a previous project, or question the statistical success or outcome. If an interviewee claims to have led a project but cannot answer detailed questions, alarm bells should ring for you.

Repetition: If someone is trying to convince you and themselves that they have the relevant experience or skill to take a position, they may repeat themselves in an attempt to justify this. Repetition allows the speaker to take the time to gather their thoughts and think through the story they are telling.

Remember, you might be wrong and you don’t want to write a great candidate off, simply because nerves got the better of them. We spend our entire lives trying to surround ourselves with people we trust and distance ourselves from those we don’t. In the real world it comes down to gut feeling. If something doesn’t sound or look right, rely on your gut instinct and question it further, and don’t be satisfied until you have a satisfactory answer. You might still have been lied to of course, but the chances are your interrogation over a potential lie will have flushed out the truth, or at least a version of it.

What Do HR Consultants really do?

Organisations especially startups companies often feel at ease with a well structured HR team, but often times the team may not comprise of all the necessary know-how and experience needed to manage its human capital.The human resource consultant will handle the heavy lifting while your HR department focuses on your company's operation. Thinking about  hiring a Human Resource Consultant? you may want to know what they do before investing in them, because the benefits often outweigh's the cost. To shed more light on what HR consultants really do for you consider the following;

Human Capital Management: A Human resource consultant can help with human capital by improving your company's talent acquisition process as well as employee management and by implementing employee rewards programs. If you need the best new talents hire and want help keeping them on your team, this method of human resource consulting could be the solution that you're looking for.

Outsourcing: Human resource consulting firm offer numerous outsourcing solutions to companies that need them. From basic payroll outsourcing to more advanced measures like benefits administration, letting human resource consulting firms handle some HR tasks can save you money and boost the performance of your own HR department. And when you outsource to a human resource consulting firm, you will eliminate much of the penalties associated with errors in HR since the human resource consulting firm will be responsible for most of them.

Benefits; Setting up employee benefits is difficult and time consuming. In Large organizations a human resource specialist could be assigned to nothing but benefits administration. Human resource consultants can simplify health, Pension and benefits administration for you. Human resource consultant have direct contact to insurance or benefit providers, helping you narrow down your options, and provide you with a detailed look at the various possibilities that fit your needs and your budget. 

HR Tech Implementation: Setting up human resources technology for your company is a big part of what human resource consulting firm does. The human resource consultant will provide you with the technology, help set it up, and then train your employees on how to use it. If needed, they'll help maintain it as well. 

Business Communications: Hiring a human resource consulting firm to help assess your employees' attitudes is necessary. From studying employee satisfaction, happiness, behaviors, and more, human resource consulting firms can help you find out what your workers are happy with, what they desire, and what they dislike giving you insights on how to best improve your employees working experience.

8 Benefits to Motivate and Retain Employees

Remuneration may no longer suffice for employee motivation and retention. In the competitive business world, Job seekers often use benefits as a better predictor for landing a good job more than salary alone, offering benefits to employees is very important because it shows them that you are invested in their future as well as their overall health. 

Depending on the type of organization and the job role, employee benefits may be quite different, the right benefit package can give you a distinct advantage, improve personal and business outcomes in competitive recruiting and retention.  

Benefits are expensive for company's to always provide for their employees but below are are some benefits that costs the company almost nothing, helps to retain your employees, transforms your workforce to become a happier, healthier and more productive place to work.

8 Benefits to motivate and retain employees

• Dress down days (casual/cultural Friday is advised for employee to better express themselves)

• Shorten office Hours (short office hours especially on Friday is popularly advised) 

• Company day out (picnics, movie night etc. helps to bond team through shared experience)

• Reward staff each month  (gamify the process for employees to meet company's target in other to get the monthly reward)

• Office breakfast (It entice's early resumption)

• Health insurance (this could lead to no more sick days)

• Training (facilitates personal development)

• Retirement planing (Pension secures employees future)