Is It OK to Leave Without Giving Two Weeks’ Notice?

February 26th, 2016

You finally landing the job you’ve been looking for, and you couldn’t be more excited. Your new employers can offer everything your current company can’t—or won’t. They’re an innovative, functional, respectful organization and you know that once you make this transition, you’re never going to look back. In fact, you can’t get out of here fast enough and you plan to take nothing with you—only fading memories of poor treatment and absurdly low pay.

So if you know that the new job is locked down, and you have no interest in the old job, why not just leave now? Why not walk out into the sun and enjoy some free time before your start date? Or even offer to start tomorrow? You may be tempted to leave your old company without providing two weeks notice, but it’s a good idea to avoid that temptation. Here’s why.

Two weeks notice is a professional courtesy.

No matter how poorly you were treated by your boss or how little you were paid by the company, take the high road. You have nothing to lose by walking out the door with your classy reputation intact and your head held high. And there’s a strong chance that these last two weeks will define how you’re remembered here, no matter what else you’ve done during your entire tenure. If you give notice, you’ll leave a trail of glory behind. If you don’t, you’ll leave bad blood.

This will be part of your file.

Some companies are so serious about this courtesy that they actually keep records that can last for decades. If you ever apply here again or if a future employer calls for a reference, the company will respond by checking the records. If you gave notice, you’ll get a glowing review. If you didn’t, you won’t. And you may be added to a “do not hire” list.

Giving notice means you care.

If you don’t resent your employer—you actually like this place and the people who work here—giving two week’s notice can make their jobs much easier. This allows them the time they need to find and hire your replacement. They might bring this person onboard within your two-week period, which means you can participate in the training process and facilitate a smooth transition for everyone.

Two weeks will cost you nothing.

There’s nothing wrong with spending two more weeks in this place if giving notice can provide a serious boost to your career arc and strengthen your professional network. Plan for the long term. Meanwhile, your professional attitude can help you make a strong impression with your new employer.
For more on how to leave your old company and start your new job in style, reach out to the Forest City staffing and job search experts at PSU.

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How Does Change Impact Your Workforce?

February 19th, 2016

When you lose a valuable employee and hire a replacement, how do your teams typically react? If your company is like most, the answer probably depends on the person’s position and level of influence, but it may also depend on the general fabric of your workplace culture. When it comes to the unrest associated with turnover, there’s a trade-off at work: If your teams are tightly knit and your workplace feels like family, turnover can bring a higher level of upheaval. But if your employees tend to come and go with little impact—as if moving through a revolving door, unknown and unnoticed– there’s a chance your culture can use some work. Here are a few things to consider as you try to keep change from derailing your productivity.

Give plenty of warning.

When a valued employee gives notice and you know that the departure of this person might lead to a general unraveling, let affected employees know right away. Be as discreet as you need to, but don’t waste any time putting a plan in place that can sidestep potential bottle necks and avoid the confusion that’s likely to take place in this person’s absence.

Train pro-actively

If the new employee will be taking over for someone with complex responsibilities and years of accumulated organizational knowledge, think ahead. How can you get this person up and running as soon as possible? Keep your expectations reasonable, prioritize the things they’ll need to learn, and leverage the departing employee’s help as much as possible before her final day. Ask her to create the clearest possible description of her daily responsibilities and use any available overlapping time to pair her with the new employee for shadowing and mentoring.

Enlist the help of your teams

The new employee may not be able to shoulder the entire load of the new position on the very first day, but with a little teamwork, the group can still make it through the transition with minimal errors and oversights. Encourage peer groups to work together to support and inform the new employee when the need arises.

Put everything in writing

Smoother transitions and rapid learning curves take place when new employees don’t have to remember every detail. Present the incoming person with as much written material about the job as possible, including access to binders or websites (or both) where he can turn for information about company policies and job responsibilities.

Foster a healthy and productive workplace culture.

If your employees are burned out, over-worked, hyper competitive, solitary, or just plain self-involved, expect rocky transitions—and lots of them. Unhappy teams mean high turnover, and those turnovers won’t go well if your teams aren’t dialed in to those around them. Encourage collaboration, shared goals, communication, and general friendliness and you’ll have an easier time bridging the gap between one tenure and the next.

For more on how to build a positive and productive workplace culture, reach out to the Shelby staffing experts at PSU.

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Nonverbal Moves that Can Help You Ace Your Interview

February 12th, 2016

You’re in the process of preparing for your interview, and you already have the basics nailed down. You’re ready for tough questions about your experience and ambition, and you know that you need to project nonverbal cues that signal confidence, competence, and friendliness. Your firm handshake and direct eye contact are locked and loaded, and your smile has never been more radiant. But here are a few subtle non-verbal gestures you may not have considered. Add these to your list and you’ll gain one more slight edge over your competition.

Form a personal connection with your chair.

Chances are, you won’t conduct this interview standing up. So when you’re offered a chair, take it. And take the entire chair, don’t just perch at the edge. Make sure your rear end is deeply planted and squarely settled in the middle of the seating area, and envision your body filling the space from one armrest to the other. Relax your arms at your sides and keep your shoulders rolled back and as far from away from each other as you can get them. The chair is your friend, and it belongs to you for the duration of the interview session.

Eye placement

Eye contact is a must, but don’t take this tip too literally. If you do, you’ll end staring hypnotically at your interviewer with an unblinking gaze that’s unnatural. Keep your gaze open, frank, friendly, and fearless. Take in your interviewer’s entire face and consider their expression. If you’d like to break your gaze, glance down at her hands for a moment. If no place seems like a safe resting point, fix your gaze on the bridge of your interviewer’s nose.

Expressive hands

If you naturally talk with your hands, that’s great. Let those hands fly. Bring them up and flail them around in whatever way seems natural. But if you don’t know what to do with your hands, try this: Keep them relaxed on your armrests and open (no balled fists). From time to time, place your elbows gently on the table and rest your hands in front of your body. Try not to let them come between the interviewer’s gaze and your face (in other words, don’t touch your face or hide it from view).


This is a very subtle interview move that can convey volumes of information about your experience and confidence: Instead of blurting answers to your interviewer’s questions, pause for two full seconds between the end of their sentence and the beginning of yours. Actually count out two full Mississippi’s. Take that moment to breathe deeply and collect your thoughts.

Ace your interview and make a great impression by using every tool at your disposal. For more on how to make this happen, reach out to the Gastonia job search experts at PSU.

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Hire the Right Candidate, Not Just One Who Interviews Well

February 5th, 2016

The selection process might seem simple on the surface: A great resume plus a strong interview equals the perfect candidate. Right? Wrong. Like many seemingly simple equations in the management realm, the selection process can be tricky and multi-layered, and what you see during an interview may represent only what the candidate wants you to see. Dig a little deeper and you’ll identify the candidates who are truly set up for success, not just the ones that make a flashy impression. Keep these tips in mind.

Every candidate wants to impress you.

Even if your interviewee isn’t really sure about this job, she’ll want to keep her options open, and she can only do this if you’re suitably impressed with her profile and personality. Almost every candidate wants your approval, no matter what they ultimately do with it. Be aware that eagerness, interest, forward leaning postures, and bright smiles will still result in a mismatch if the candidate has to accept a lower salary or a longer commute than she’s used to.

Question potential exaggerations.

As long as you don’t aggressively interrogate your candidate, you’re within your rights to ask for more detail about his or her accomplishments. If these accomplishments seem unusually impressive, don’t hesitate to look closer. Ask open ended behavioral questions that encourage the candidate to tell a story. For example: “I see that in your last company, you were promoted from assistant to District Manager within six months. Tell me about the challenges you faced during this rapid set of promotions.”

Don’t skip the reference check.

Your candidate may seem like a superstar on paper, and he may have dazzled you during the interview process. But even if your socks have been well and truly knocked off, don’t cut the screening process short. Call the candidate’s references (all of them) and listen carefully to their testimonies. If they sound neutral or disinterested, you may be dealing with a candidate who’s all glitter and no substance.

For more on how to separate the steak from the sizzle and identify the candidates who are genuinely prepared to help your company succeed, reach out to the Charlotte staffing experts at PSU.

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