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Most students find that their greatest challenge in adjusting to college life and to succeeding in the classroom is in managing their time effectively. When evaluating your schedule or how you spend your time, you also need to consider your goals and priorities. If you are finding it difficult to locate the time you need to study, or finding that there are conflicts among the various demands on your time, you may need to give greater consideration to your goals. Schedule a set time each week during the semester to review your weekly schedule and make adjustments as needed. Identify "Best Time" for Studying: Everyone has high and low periods of attention and concentration.
Study Difficult Subjects First: When you are fresh, you can process information more quickly and save time as a result. Use Distributed Learning and Practice: Study in shorter time blocks with short breaks between. Many people mess up their ability to get promotions and raises by being disorganized at work.
Any activity or conversation that’s important to your success should have a time assigned to it. Plan to spend at least 50 percent of your time engaged in the thoughts, activities and conversations that produce most of your results. Practice not answering the phone just because it’s ringing and e-mails just because they show up. Block out other distractions like Facebook and other forms of social media unless you use these tools to generate business. Successful time management comes easy to some, but for most people, it is a skill that takes time to learn and perfect. Some managers and members of senior leadership think the answer to solving time management issues is to eliminate all time wasters. Whether you make a to-do list or setup tasks in your Microsoft Outlook, specify the assignments you want to complete for the day. Finishing all of your easy assignments in a day does feel good, but dragging out the length of a high-priority assignment is never fun.
If you have tasks that can be completed quicker with the help of additional team members, ask for their support. For additional tips to effectively manage time and increase productivity for your company, consider participating in CAI’s Time Mastery: Taking Control of Your Time course.
Tweak Your Biz » Management » Recruitment – 10 Key Steps To Getting The Right Person, First Time! Given the current climate you would be forgiven for thinking I am a bit mad to be writing  about recruitment.  But the recent survey I conducted amongst SME owners suggests that there will be some shift upwards in the jobs market. Opinions vary on the actual cost (in monetary terms) of a bad recruitment decision but it is generally accepted that the cost ranges from around 50% to 300% of the annual salary. So if you hire someone for say €20,000 – they may only last three months but the least it is likely to cost you is €10,000 but it will probably cost you more. And that doesn’t include the cost of hiring someone else to do the job.  Nor – more importantly – does it take account of things like lost opportunity, damage to customer relationships, loss of productivity overall in your team that often result.
Or the effect it has on managers – this is particularly important if you are an SME who is centrally involved in both the hiring process and perhaps training, and dealing with the poor performance and other issues that arise.  So can you really afford to get it wrong?  I think not! Ok so you have decided you need to take on more staff because you have got more business, need to spend more time on sales or whatever.  Great.  But do you really know what you need?
Critically evaluate your existing resources.  How does that measure up to what you need going forward.
This gap, which might be described in functional terms like tasks, responsibilities, skills is the basis of defining the role. It is important to go one step further though and consider what would someone who is doing the job well look like. Look at the existing team dynamics – how it works together, who fills what team role and is there anything missing. It might be worth using some psychometric profiling like Myers Brigg or DISC to help in this process – both can also be used as part of the selection process to get a “fit”.
It isn’t just about what you need for the business but about the type of person you want, or more precisely the type of organisation you want to create or maintain.  Broadly speaking what I am talking about is culture – “the way we do things around here”. It is about the values and ethos you want your business and the people in your business to promote. It is about how you communicate with each other, the level of engagement and involvement, the way customers and suppliers are dealt with, the degree of flexibility and “we’re all in this together” that you need, the image your business portrays and so on. It is a fundamental part of your brand.  It is important therefore that each person you bring into the business reflects and buys into that culture.
Interviewing is the most common form of assessment, with competency-based interviewing being the most robust interview method (it is proven to be the best in terms of predicting or assessing future performance capability).


In addition you might want to consider shortlisting as a first step – this is a CV screening process and is usually based on some limited essential criteria. Given the high volumes of CVs being received currently this is a sensible addition to the process. The criteria should be clear (and based on your Job description) and you should devise a marking system – this will make the selection process much easier, not to mention more reliable and transparent. Now that you have all the ground work done think about where you can find suitably qualified candidates.
The more targeted you can be, the better the outcome.  Networks are probably the most cost effective way of targeting new employees but may not always be the most efficient. Using the criteria you have already set and taking pen and paper sift through all of the CVs and identify those that meet the requirements.  You may want to have a marking system for particular criteria – this will make life easier if you have a large number who meet this first stage but only want to progress a small number to the next stage of the process. Once you have your shortlist of candidates you will move to the next stage.  We have already mentioned the value of psychometric testing. In any case what is most important is that you know in advance what you are going to ask, that it is based on assessing the extent to which the person meets the criteria and that you dig beyond the surface. Lots of people are polished at interview and will give good “textbook” answers – you need to know that they can do what they say.  The best way of assessing this is by asking for examples of where they have done a similar thing before probing their answers. Following on from the interview stage(s) when you have a preferred candidate or even two or three preferred candidates, conduct reference checks and a medical assessment.  These are really important and can save you an enormous amount of grief down the line. A word of warning – make sure you know what questions you should not ask at interview and what checks you are allowed to do. You should never make an offer before completing Step 7 but if you do, please ensure it is conditional on a satisfactory outcome to checks and medical.  The offer should also be subject to the candidate having provided you with accurate and honest information.
Well there should be some form of induction – rules, regulations, health and safety and other policies should be explained, introductions made, arrangements made to ensure the “newbie” has a buddy for lunch. Expectations should be clearly outlined in terms of behaviors and performance.  Set and agree performance objectives – make sure you and they know what they will be measured on.
This is the onboarding period – getting the “newbie” settled in, ensuring they become part of the team as quickly as possible and that they become productive as quickly as possible.  A little time spent at this stage can reap huge rewards later.
Firstly look back over the recruitment and selection process.  Did it go as well as you had hoped?  What could have been improved upon.
More importantly is the review of the new employee’s performance.  You should always include a probationary period in your contract (and offer) – at least six months. During that time you (or the line manager) should meet regularly with the employee to review performance and address any issues.
If there are problems you need to know and deal with them quickly.  If they don’t work out then it is much easier to terminate a contract during or at the end of the probationary period. In my opinion the recruitment process does not end until the employee has satisfactorily completed this period.
An outstanding title can increase tweets, Facebook Likes, and visitor traffic by 50% or more. Generate great titles for your articles and blog posts with the Tweak Your Biz Title Generator. Jackie Prendergast is a dynamic and focused HR and business professional with over 15 years experience in both public and private sector environments. You have hit the nail on the head Barney – it really does cost a lot of time and effort if you get it wrong. There are of course other question which I just consider a waste of time at an interview – but that is probably a discussion for another time. You are right Facundo – there is definitely a danger of taking an employee through referral because someone else tells you they were good at another job. Hi Jackie, Disqus ate my original comment ?? Firstly, can I say as someone who has just helped a client hire for a key role – this is a comprehensive and brilliant step by step guide to hiring. Step 4 Decide on your selection process and criteria : I like to use a weighed scoring system for interviewing as it negates the possibility of doing personality based interviews. This is a truly thorough guide to best practice, minimising risk and cost and ultimately getting the right person for the role. Hi Dave,u00a0because hiring a collections agency isu00a0not something you are going to have do very often, I likeu00a0your advice around seeking referrals – seems to me to be the first placeu00a0you shouldu00a0look.
Congratulations Jackie – a common sense, easy to follow guide for every leader, manager to work to. What is most important in your life, right now-- your family, friends, school, hobbies, or other activities? In the Counseling and Career office, you can take various assessments and interact with computer programs that will help you to determine your career aptitudes and interests. This keeps you from getting fatigued and "wasting time." This type of studying is efficient because while you are taking a break, the brain is still processing the information.
Doing this makes the time they spend studying less effective because they will need a couple hours of clock time to get an hour of productive time. If you are spending time at the laundromat or doctor's office, bring your book to read or notes to study.
Since its founding in 1974 as State Technical Institute at Knoxville, the College has expanded the teaching of technology, the use of technology in instruction, and the transfer of technology to local business and industry in support of regional economic development.


Also remember that odds are good that 20 percent of your thoughts, conversations and activities produce 80 percent of your results. Examples of time wasters include chatting with coworkers, surfing the internet, taking personal phones calls, checking personal emails and running errands. You can also go one step further and specify the amount of time you’d like to spend on each project. Delegation is a great business tool because it helps free up some of your time while also empowering the employees who receive the additional assignments. Eating nutritious food, exercising multiple times per week and adapting a routine sleep schedule will give you plenty of energy to stay focused throughout your work day. We help more than 1,000 North Carolina member companies maximize employee engagement and minimize employer liability.
Whether this transfers across larger companies remains to be seen but business – and the economy generally – is definitely showing some signs of recovery.  Anyhow given that positive vibe I thought it might be worthwhile writing something on how to improve your chances of getting the right person for the job and for your business. She is a firm believer in the concept of delivering excellence through, and with people and strongly supports an ethos of continuous learning and development in the achievement of goals.
You are absolutely right though – it is vital to follow a good solid process of research and selection or you will regret it in the long run (if things go bad). This is a wonderful example of the planning and steps that needs to be taken to ensure success when hiring. I think people underestimate how important getting this right is, as it is key to attracting the right people to apply for the role in the first instance.
Recruitment is a key key task for businesses, many would do well to read and then re-read your post. Adult students deal with the additional issues of child care and family and home responsibilities. You'll find that you can more easily put off other things and set aside the time you need for studies if you know how it will help you to achieve your educational or career goals. Be polite but firm (Turn off your ringer, let voicemail take the call and turn off instant messenger). Use your power times to study; use the down times for routines such as laundry and errands. Here are a few: deadlines and expected results are met because they were realistic, fewer errors occur in projects because staff members allot appropriate time to complete them and last-minute panicking to address pertinent assignments decreases. Yes, these activities take away time from completing projects, but they shouldn’t be eliminated all together.
Instead of volunteering for projects that come your way, evaluate the core assignments that you have to finish. Your ability to stay focused will help you complete tasks more efficiently and with fewer errors.
I could think of some good ones myself, but I’d be intrigued to know some of the questions you have identified that you should not ask at interviews. Many activities benefit from the spring time change, but many people don’t forget the fact that we lose an hour to keep some sunlight.
Getting these assignments finished before or by deadline will make more of an impact on your company than the easy projects. If a new project will cause a missed deadline for another project, politely decline and give the reason why you are declining. Between extra training, disciplinary processes etc, it cost far more than it would have done if I’d spent a bit more time on looking for the right person in the first place!
Depending on your organization and the work your employees complete, this loss of an hour could have a negative effect on your company’s productivity. Job description: this is a place where many in my experience get it wrong, either the wrong person is given the task or the description does not contain the right detail or language to attract qualified people.
I’ve known many employers to offer positions subject to either medical exam, reference checking or both.
Utilizing effective time management strategies will help you and your staff avoid unfavorable results from the lost hour. Breaks, downtime and socializing should be practiced in the workplace because they help create a positive atmosphere for everyone. Instead of eliminating these activities, limiting the amount of time spent on them is encouraged.



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