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The first step is to understand employee needs, profiles, tasks, and behaviors through a series of research methods including surveys, interviews and focus group sessions.
A few years ago, I interviewed to be the executive assistant to the CEO of a biomedical company. “How do you invest in your administrativestaff?” And right there and then, I politely, but firmly ended the interview. You can read my post about administrative professional certification programs here.
One was for a niche job board and community support network dedicated to administrativestaff. HELP ME, HELP YOU (MAKE THE PODCAST BETTER) Do you have questions you’d like me to answer, guests you think I should interview, or suggested topics you’d like me to address on the show? Either way, I’d love to hear from you!
A manager can call for references or give a practical during the interview. If you’re a manager , I highly recommend adding membership to one of these organizations as a benefit to your administrativestaff – up front. This may give a glimmer of what a candidate can actually do but it’s not the full picture.
Not everything is preventable, and in these situations, you need to learn what you can from the exit interview and move forward. You may have too many responsibilities for one person, and could use another assistant, or perhaps some duties could be delegated to other members of your administrativestaff.
As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Bonnie Low-Kramen. TEDx speaker and bestselling author of Be the Ultimate Assistant, Bonnie Low-Kramen is committed to bridging the gaps between executives and the administrativestaff in the workplace.
These can include: Ordering office supplies Taking the minutes of meetings Inducting new staff members Organising executive travel Coordinating appointments Answering calls and emails on behalf of their executive Organising events Budgeting Boosting morale in the office Fielding customer questions Project management RELATED: 5 key admin job interview (..)
There are nine staff members and about the same number of attorneys. I am starting to plan the annual Administrative Assistant’s Day observance. For the past several years, the firm hosts all the administrativestaff to a nice lunch at the local country club, followed by a lecture on a topic by one of the two senior partners.
The psychologist who assessed and interviewed me had concluded her preliminary assessment with three diagnoses: 1) Atypical Anorexia, 2) Borderline Personality Disorder, 3) Depression. A nurse and a male administrativestaff member, who actually functioned as a temporary nurse, hurriedly greeted us.
My department’s practice group leader (PGL, the head of a certain practice in a firm) is hosting a year-end party for our department at his home, which is out of the way for the administrativestaff, though most of the attorneys live on the same block. This was basically a really long interview, more or less.).
A reader writes: I am a new manager with a team of six administrativestaff. Who should attend an exit interview? There is a pervasive culture of gossiping among the team that I am at a loss about how to address. Other questions I’m answering there today include: I can’t do my new job’s required travel.
I’ve have been through the interview process for a job with a small company. In my second interview, I met with the manager for about two minutes because apparently he was double booked for interviews. After mentioning this to HR, they said I should just have another interview with management (same person as before).
Will mentioning my concussion demonstrate grit in interviews? I’m a recent PhD graduate applying to full time positions and preparing for interviews. My question is whether or not I should mention my concussion in my interviews. And in fact, the only people interviewed for this position have been men so far.
Currently I manage a X-person administrativestaff, and I’m looking for a similar role.” I know when I tell my manager that I’m leaving, it will look like I’ve been taking advantage of her and actually interviewing, which was not the case. Nope, not weird. I’d never use sick time for that.”.
I started as an analyst and worked my way up to manager and then senior manager, leading a team of warehouse operators and administrativestaff, about 40 headcount altogether. I was allowed to take an active part in the interviews and decision-making process. A reader writes: I’ve been with my company over a decade.
He will coordinate the work of several professionals, and also manage a couple of administrativestaff members, Abigail and Cynthia. I have an interview coming up with an organization I really want to work for. Since you already have an interview set up, I’d be prepared to address it even if she doesn’t.
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