Following up after a career fair is particularly important when the job fair is virtual, says Brie Reynolds, career development manager at FlexJobs. In follow-up correspondence, include the name of which recruiter you talked to and connect with that recruiter on LinkedIn, with a mention of what your conversation was about.
Networking is a two-way street so offer something in return when you reach out, especially if it's a secondary connection. "Rather than simply asking people for a networking call or an introductory conversation, offer them information they may find useful or give them feedback on something you've seen them do or say on social media," writes Tracy Brower of Steelcase.
Some employees are idea machines, lobbing in plan after plan without execution - others just want to be told what to do all the time. Let's Grow Leaders founders Karin Hurt and David Dye offer insights on how to work with four different types of challenging employees, and how to draw out and implement their best performance.
A "liquid workforce" focuses on skills development and acquisition within and outside the organization, including an emphasis on teams over silos, writes HCL Technologies executive Kalyan Kumar. Corporate IT structures need to be designed with those goals in mind, Kumar argues.
More than one-third of US hotels remain unable to return any of their laid-off or furloughed workers to full-time employment months into the pandemic, an industry survey shows. About the same percentage of respondents said they've managed to bring back half or more of their full-time workers.
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The pandemic, economy and political situation are all causes of chronic stress that require leaders to take care of themselves, help people who seem to be withdrawing and communicate an optimistic but realistic message about the future, writes Michael Lee Stallard. "Effective leaders continually look ahead, scanning the horizon for opportunities as well as possible disruptive challenges or threats, and they prepare to address them," he writes.
