Do you make presentations to clients often or meet face-to-face with consumers? How effective do you feel your presentations are? Even if you have worked in your field for years, and know your service/product well, you may still need to sharpen your communication skills. Here are a few ways to can hone those skills while still sounding natural and genuine.
Learn the Basics of Nonverbal Communication
Some studies show that communication is only 7% verbal and 93% non-verbal. That means that what you are saying is such a small fraction of what your audience is getting from you. They are, however, paying close attention to your body language and vocal variety. That means that the majority of what you say is communicated not through words, but through physical cues. To garner full attention many body language experts suggest making eye contact as much as possible with your audience, having good posture, not slouching, making your voice larger than normal, not crossing your arms, and moving around the space if you are talking to a large group.
Don’t Go Overboard on Visuals
Sure, having a visual aid can help you stay on message and focus the audience’s attention. However, do not wholly rely on visual aids, like PowerPoint, to get your message across. There really is nothing worse than having a presenter read from the slides. Not only is that boring but it is degrading to the viewers. Instead integrate storytelling into your presentation. Your audience is more likely to remember the story than the slides. If you really want to hook the group, ask them to be a part of the discussion or to relay their own stories about the topic. Once they have made a personal connection, they will be dialed in to your presentation.
Master Your Timing
Understand the attention span and needs of your audience. Not all people who have come to a presentation have an hour to listen to you. Remember that Lincoln’s Gettysburg Address was 286 words, about two minutes long. Realize that timing is everything. If you can simplify your message, do so. Short and sweet can sometimes help an audience remember what you said.
Check out our calendar of speakers every month, we often have workshops on improving your communication skills or honing presentations.
The terms “talent acquisition” and “recruitment” are often confused as meaning the same thing, but this is not the case. There are key differences between the two, differences with which you should familiarize yourself if you’re looking to hire the most qualified candidates for specific positions within your company. For starters, recruitment means that you’re looking to hire someone, dare I say anyone, in order to fill a vacancy. Talent acquisition, on the other hand, is the process of strategically looking for specialists, leaders, future executives, or other qualified professionals for a specific position within the company. Let’s delve into both and take a look at which one is better depending on the industry and why:
- Recruitment – Again, recruitment is the process by which you look to fill vacant positions quickly and without much regard for the candidate’s’ particular specialties, if defined. Recruiting may be seen as reactive, meaning that a position recently opened up and it must be filled.
- Talent Acquisition – As previously stated, talent acquisition is all about actively searching for the most qualified candidate to hire for a specific position. This strategy is common among niche industries such as, medical, technology, legal, and even translation services. Kathleen Quinn Votaw, Founder and CEO of the HR consulting firm, TalenTrust, says that, “The areas with the greatest skills shortages are those that most need a talent strategy.” Typically, if you’re looking to hire people for a long-term position, you should aim for talent acquisition, so as to lower a potentially high turnover rate, which is a possible effect of recruiting less-qualified candidates.
Talent acquisition is becoming increasingly more popular, and usually requires some marketing strategies to make the position known to specific, potential candidates. As niche industries continue to grow and populate as preferred career paths, hiring managers within are simultaneously scouting out candidates with the best talent, who are most qualified, and who will both ameliorate, as well as benefit from working for, the company. Define whom you’re looking to hire and for which positions, and either recruit or acquire talent accordingly.
(Initial or Renewal Course based on the 2015 AHA Guidelines)
Basic Life Support (BLS) is the foundation for saving lives after cardiac arrest. This course teaches both single-rescuer and team basic life support skills for application in both in-facility and prehospital settings. This course is designed for healthcare professionals and other personnel who need to know how to perform CPR and other basic cardiovascular life support skills.
In addition, BLS training can be appropriate for first responders, such as police officers and firefighters, as well as for laypeople whose work brings them into contact with members of the public, such as school, fitness center, or hotel and restaurant employees.
Students must pass a written exam and skills test in order to qualify for a BLS Course Completion Card.
Upon successful completion of this course, students will receive a completion cad valid for 2 years.
Conveniently scheduled on Saturday, please choose the session that works best for you.
When hiring a member of your business team, there is probably some sort of onboarding process that involves a Human Resources component where an employee handbook is reviewed, or at least a job description is discussed. A job description is a document listing the tasks, duties, and responsibilities of a specific job. Seems pretty straightforward right?
This fairly simple document seems like a win-win situation. Employees need to know what the job they are applying for entails, including specific duties, education needed, as well as necessary skills and training for the job. Employers use a job description as not only part of the hiring process but also in the evaluation and management of employees. Let’s examine the components and lasting implications of a job description.
Components of a Good Job Description:
- A summary of the job position as well as a detailed list of duties and responsibilities.
- The name of a supervisor to report to or where to have questions answered.
- Evaluation criteria that matches with the job responsibilities. The part that answers the question, “how will the person be evaluated at each review?”
- A description of how the job fits into the larger scheme of the company.
- Physical surroundings such as work station or area designated for the employee.
- Compensation details should also be included in this section.
Implications of the Job Description:
Having up-to-date, accurate and professionally written job descriptions is critical to an organization’s ability to attract qualified candidates, orient and train employees, establish job performance standards, develop compensation programs, conduct performance reviews, set goals, and meet legal requirements. Some of the ways that a job description can help a company run smoothly and accomplish it’s short and long term goals include:
- Identifying training and education gaps for the employee so that all gaps can be covered.
- Motivate employees to move up the corporate ladder.
- Develop an equitable salary structure.
- Evaluate job performance and manage bottom performers as well as retain top performers.
- Protect the company from legal sanctions or employee suits.
- Evaluate employee productivity and performance.
- And, finally, job descriptions can help recruit the best employees for your company.