When it comes to our jobs, none of us enjoy feeling like we don't know what we're doing. But, we enjoy asking for help even less. Let's be honest. Asking for help at work is easier said than done. Even within the most question-friendly work environments, people may still feel a certain level of apprehension or concern about revealing that they don't understand something.

So...here are three tips that will hopefully make you more comfortable with asking a boss or co-worker for help:

1) Be pointed with your questions and thoughts.
Many people think that asking for help will create the perception that they're clueless about how to do their job. And while it is important to ask for help, it is also important to be pointed with your questions. Even if you are completely confused about something, focused questions help to disguise it. And finally, asking pointed questions keeps the focus on task issues and away from you.

2) Begin the conversation discussing things that you do know/understand, relative to the help you're seeking.
Another reason people often find it difficult to ask for help at work, is a fear of losing credibility. That's perfectly natural. The key is to have an offensive. Being proactive about showing credibility prevents losing credibility. You can ask a boss or co-worker for help; express that you don't understand something, and show credibility at the same time. How? Begin the discussion talking about specific things that you do understand relative to the questions that you have. Asking for help can also be an opportunity to showcase areas where you are strong and confident.

3) Communicate the outcome.
If the help you receive allows you to perform a particular task better or improves your ability to do your job overall, follow up with whomever helped you. After all, who doesn't want to hear that their input made a difference? More importantly - communicating a positive outcome not only let's the person know that their help was beneficial, but it also confirms that the questions you had at one point have been resolved.

Guest post by: Kia Mackey, "consultant that produces communication solutions. When business leaders want to say something, I help them communicate it effectively. And when they aren't sure of what to say, I create an effective message for them."  http://klmsolutions.blogspot.com/

Please help us in welcoming Jesamyn Rayman to the M&A team. Jesamyn is a tremendously talented individual who will be utilizing her extensive experience of client and candidate development to add to our expanding Temporary Staffing division. Jesamyn's education and professional career has always centered on assisting and benefiting the needs of others. Whether it's providing employers with available untapped resources, helping young professionals expand their philanthropic leadership skills or volunteering at local non-profit organizations - Jesamyn has always gone above and beyond the call of duty. We couldn't be more excited to have her bring that same level of commitment and energy to the people we serve everyday here at Milliner & Associates!

Milliner & Associates of Indianapolis, IN has been honored with a recognition by Indianapolis Business Journal in its selection of "Largest Indianapolis-Area Temporary-Employment Services."

Announcing a special recognition appearing in the August, 2011 issue of Indianapolis Business Journal published by IBJ Corp.. Milliner & Associates was selected for the following honor:

"20th Largest Indianapolis-Area Temporary-Employment Services"

A spokesperson from Milliner & Associates commented on the recognition: "This is quite an honor for us. The fact that Indianapolis Business Journal included Milliner & Associates in its selection of "Largest Indianapolis-Area Temporary-Employment Services," signals that our constant efforts towards business excellence are paying off. We are proud to be included in this recognition."
 

For those of us that are gainfully employed doing something that we love, the holidays can be a time that we are able to focus on the more important aspects of life such as our loved ones. However, most of us are close to someone that is unemployed, underemployed, or unhappily employed. So, with the crazy schedules that surround November and December and the early part of January, how do we make our job search work for us more effectively?

1. Relax. This may sound crazy, but take a deep breath, focus on the things that are really important to you. Relaxing and enjoying your holidays will rejuvenate your psyche and restore a confidence in you that will positively impact your interviewing and networking opportunities.

2. Re-evaluate. If you are actively on the job market, due to unemployment, spend some time reflecting on the state of your job search. Is now a time to make a career change? Are there any untapped resources that you haven't taken advantage of? Who is helping you in your job search?

3. Research. Have you targeted specific potential employers? Is now a busy time for their business, or a time when decision-makers are more likely to be on vacation? Know what to expect in your job search so that you can maintain realistic expectations in communication from prospective employers.

4. Be Ready. Because many prospective employers are juggling multiple personal commitments alongside demanding business schedules, interview schedules can be erratic at best. Be flexible with your availability so that potential employers are assured of your eagerness and willingness to become a part of their organization.

5. Relationships. Take time to connect with key support members of your job search. Friends, former colleagues, and our extended networks (i.e. kids' activities, community activities, etc.) are great places to network and get support for our job search. Now is a great time to reconnect with people while spirits are generally high and giving is "in the air".

Early in my career, my mentor lived by the principle "Do what you say you're going to do and do the right thing for the right reason." I took that to heart many years ago and it's continued to help shape my values as a professional. During this holiday season, take some time to get back to the basics of who you are, why you do what you do, and where you are in comparison to where you want to be.

Be your best. Enjoy your loved ones. Focus on what's important.
 

Have you ever wondered why it seems so hard to find the right candidate for your open position? The job market is flush with candidates, so why isn't hiring the right person easy?

I recently read an article in INC magazine regarding common problems amongst interviewers. Although the article is geared toward entrepreneurs, the problems can apply to anyone hiring these days. Maybe you or your company are faced with hiring the right candidate at the right time.

Problem 1: "Unhealthy Attraction"
People tend to hire individuals that are similar in personality. Sometimes this can be toxic to the work environment. If you are an independent, driven leader and tend to hire individuals with those same personality traits, are you creating a team environment? Or…are you creating an environment not conducive to collaboration? To avoid falling into this pit, involve not only the hiring manager but also peers of the candidate in the interview process.

Problem 2: "Perfectionism"
Is the best candidate the one with the skills or the "can do" attitude? Often times employers say one but search for the other…the skills…the credentials. Many times employers will tell us "I don't want someone who's already been at this level, I want someone who is eager and ready to be at the next level". But, in reality, when presented candidates, it's the list of credentials and whether or not the candidate has already been in the role and performed the tasks that an employer focuses on. Determine what qualities are essential to the position, what can be taught and bear in mind that any new hire needs a period of time to acclimate to the company's environment.

Problem 3: "Analysis Paralysis"
Clients have shared that in today's market, it is better to hire slow because you can always fire fast. However, hiring too slow is a detriment to your efforts. Maybe you've made a hiring mistake or two in the past, maybe you're very detailed and thorough, but if the interviewing process drags on, you will more than likely lose a candidate that, at one point, you identified as "the one". How can you combat this problem? Trust your instincts. Don't involve more than 2 or 3 managers in the hiring process - too many evaluations can complicate and cloud the decision.

Problem 4: "Procrastination"
Your employees are overworked and your hiring process is now in crisis mode. You can't find enough good employees to add to your staff. In the meantime, you are losing your good employees. Take steps to prevent this situation. Network when you can and keep a list of prospective hires based upon whom you meet. Create an employee referral program.

In summary, all companies, regardless of the entrepreneurial stage they are in, face these challenges. If you are finding that you're constantly trying to fill the same position or have had the position open for 6 months and feel unsuccessful, stop and evaluate your hiring practices. Can you identify at least one of these 4 problems?